As we move into the Autumn and Winter months, employers should prepare for the challenges that severe weather can bring, including storms, flooding, snow and ice. Having a clear plan in place can help minimise disruption, protect employee wellbeing and ensure a consistent response when weather warnings arise.
Employers should consider how their business will operate during adverse weather, including which activities must continue, whether remote working is feasible, who will make operational decisions and how employees will be kept informed. A clear and well-communicated Adverse Weather Policy can help manage expectations around attendance, reporting procedures, pay, annual leave and business closures.
Where a workplace remains open, but an employee is unable to travel due to weather conditions, there is generally no statutory entitlement to pay for time not worked. However, employers may wish to consider alternatives such as remote working, annual leave or allowing time to be made up. Conversely, where the employer decides to close the workplace, employees would generally be entitled to payment for their rostered hours.
Clear communication is essential. Employees should know who to contact and how updates will be provided. By reviewing policies, contracts and business continuity arrangements now, employers can ensure they are prepared, remain compliant and support their workforce through whatever the Irish winter brings.
If you require further support or advice relating to HR, please do not hesitate to contact us at hrsolutions@nfpireland.ie / (066)7102887.
For more information visit https://nfpireland.ie
Caroline Reidy, Head of NFP HR Solutions Ireland Limited, HR and Employment Law Specialist