Adverse weather

Severe weather can make travel difficult, and both employers/employees should consider the potential impact on workplace operations.

• Employees are not automatically entitled to pay if they cannot attend work due to adverse weather.
• There is no statutory right for staff to be paid for travel delays unless:
  • Travel time is considered working time, or
  • The employer provides transport.
• Employers may have contractual, collective, or customary arrangements that allow payment in these circumstances. Discretionary payments or informal agreements can help maintain goodwill and morale. These provisions are typically outlined in contracts, handbooks, or collective agreements.

Employers generally have the right to instruct employees not to attend work; however, they cannot withhold pay unless:

• There is an express contractual clause permitting lay-off without pay, or
• A trade union agreement incorporated into the employment contract provides this right. In some cases, the right may be implied if it has been a long-standing and established practice.

Flexibility in working hours and location can minimise disruption and maintain productivity. Consider:

• Remote working options where feasible.
• Alternative working patterns or redeployment to cover essential tasks. Handling adverse weather proactively can strengthen employee morale and demonstrate organisational resilience.

If employees cannot attend work or need time off for childcare due to school closures, employers and employees may agree to:

• Deduct lost time from annual leave entitlement, or
• Record lost hours for later recovery when business needs require additional work.

Remote-working tools such as laptops, secure mobile devices, and collaboration platforms can help maintain business continuity when staff cannot attend the workplace.

Even when operations are disrupted, employers must apply policies consistently and fairly. Transparent procedures reduce the risk of disputes and employment tribunal claims, while supporting positive employee relations.

If adverse weather affected your business previously, now is the time to review and strengthen your policy. Consider implementing an Adverse Weather Policy that:

• Outlines steps employees should take to attend work.
• Defines procedures for lateness, absence, and pay.
• Provides guidance on remote working and business continuity.

A clear policy minimizes confusion, promotes fairness, and ensures your organization is prepared for future disruptions.