Adverse Weather Policies
With more frequent heatwaves and unpredictable weather across the UK, businesses are constantly looking for ways to improve and look after the wellbeing and working environment of their employees.
Both employees and businesses will undoubtedly feel the effect of adverse weather conditions and will have many questions as to where they stand.
A General Guide for Employers:
The heatwave experienced in the UK in recent weeks was a welcome change for many, but what does this mean for the workplace?
There is no specific legal maximum or minimum working temperature in the UK. However, employers are obligated to have a ‘duty of care’ when assessing the working environment.
Reasonable steps should be taken to reduce any discomfort experienced by employees in both the workplace and if working from home, from providing cooling fans in a heatwave, adjusting working hours for manual and outdoor roles, or allowing flexible working when the weather makes it too dangerous to travel.
It is advisable that there is a policy in place to cover adverse weather conditions, as well as making sure that you employees know the policy and its expectations:
The policy should make it clear that:
- Employees are expected to make every effort to get to work. If they cannot, they should notify you of their absence prior to their scheduled start time
- Some roles will allow home working and it is often best practice to advise employees of this in anticipation of weather disruption so that they may take any documents or IT equipment home in advance
- How the absence will be managed and whether missed time will need to be worked back or will go unpaid. Some employers opt to include a policy provision that allows for payment if a genuine attempt to get to work has been made
- When other policy provisions may apply to an absence e.g. school or nursery closures that prevent attendance
- The ramifications if the policy is breached, or how an absence will be managed if there is no genuine reason for the absence
It is important to consider the individual circumstances of the employee should they be affected by the weather, or any other related disruptions.