How should employers respond to severe weather warnings?
How should employers respond to severe weather warnings?
Health & Safety
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Employers should prioritise their employees’ Health & Safety—they have a duty of care to do so under the Health and Safety at Work etc. Act 1974. If local authorities issue a “do not travel” warning, employers should not pressure their staff to make the commute to work. A clear adverse weather policy is essential, too. It must outline expectations, procedures concerning absence, and rules regarding pay and leave. Effective communication is key, and regular updates should be provided by employers covering workplace status, safety measures, and any working arrangements. Risk assessments should be reviewed, making sure businesses can respond to outcomes arising from adverse weather. They’re also an important opportunity to identify hazards and implement control measures to protect staff. Flexible working arrangements allow staff to commute in safer conditions, whilst remote working is an option, too—but the necessary equipment must be provided for employees.
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How should employers respond to severe weather warnings?
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Weather can be unpredictable, and in some cases, dangerous. Not only can adverse weather be a threat to employers’ staff, but it can also slow, or halt, company productivity.
Finding a balance between protecting employees whilst simultaneously ensuring organisational operationality is a challenge for business owners.
Our guide explores adverse weather conditions and the actions available to employers to best serve their business.
What does adverse weather mean?
The meaning of adverse weather is weather that is so severe it disrupts routine activities such as services, travel and work. In more extreme circumstances, adverse weather conditions may cause a threat to life.
Essentially, adverse weather is often linked to official weather warnings and obstructs day-to-day operations.
What are adverse weather conditions
As we know, adverse weather is anything that disrupts regular activities and is dangerous to people and property.
For example, weather that impairs someone’s visibility will be deemed adverse. This could include thick fog, heavy rain, snow and smoke.
Driving in these conditions is extremely dangerous. There are methods that can mitigate the risks with winter driving; find them in our free winter driving tips download.
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Freezing temperatures can also damage a vehicle’s functionality. A vehicle checklist is a simple way to know if a vehicle is fit for a journey—download our free vehicle checklist for free.
High winds like strong gales have the potential to rip tiles from roofs and fell trees; such conditions can lead to damage and death.
Extreme temperatures, be that significantly hot or cold conditions, can directly impact health and machinery—faulty machinery could lead to further ramifications.
Responding to severe weather alerts
Whilst business productivity is key, employers’ priority should be to protect the Health & Safety of their employees. Here’s what employers can do:
In the event of local authorities, such as the Met Office, issuing “do not travel” warning, employers should refrain from encouraging or pressuring their staff to travel into work.
Have a clear adverse weather policy
Developing a severe weather emergency protocol that’s clearly communicated to staff is imperative.
It should detail expectations, absence reporting procedures, and rules relating to pay and leave. Our severe weather and travel disruption is available for download here.
Communicate effectively
Regular updates from employers covering workplace status, safety measures and any changes to working arrangements is essential.
Establishing communication channels to facilitate staff reporting their status and concerns regarding severe weather is paramount.
Carry out risk assessments
Risk assessments should be regularly reviewed, ensuring businesses are prepared for all eventualities relating to severe weather warnings.
For example, risk assessments must identify hazards stemming from specific weather conditions. Importantly, they should implement measures to mitigate associated risks.
Productivity and workers’ safety can be managed through offering flexible working. Employers could allow for later start times so employees can avoid travelling in severe weather. Should employers offer remote working, the appropriate equipment must be provided, and all Health & Safety aspects must be satisfied.
Manage pay and leave
Should an employer opt to close their business due to severe weather alerts, employees willing to work are usually entitled to normal pay—unless a contractual clause states otherwise.
If the workplace is open but employees cannot commute there due to adverse weather, employers are not legally required to pay them. However, in the interest of employee relations and maintaining morale, this is an option employers may explore.
Employers should note that employees contending with school closures and childcare disruption have a legal right to a reasonable amount of unpaid time off.
Concluding: How should employers respond to severe weather warnings?
Severe weather warnings threaten your workers’ safety and your company’s output. There are various types of adverse weather conditions, so it’s critical that employers have a severe weather emergency protocol in place.
Not being reactive and adaptable carries multiple risks—all of which can be detrimental to an organisation reputationally and financially. Business owners have a legal duty to protect their staff. This can be achieved through regular risk assessments, clear policies, and offering flexibility.
Get expert support covering working in severe weather
Peninsula has over 40 years’ Health & Safety experience. We can give you the expertise and tools needed to protect your staff and business during adverse weather conditions.
In addition to support on this matter, we offer a range of services to support your broader Health & Safety needs.
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Peninsula GroupHR and Health & Safety Experts
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