Travel disruption and work
Employees should talk to their employer about working from home, taking leave or making time up later if they can’t get to work because of travel disruption.
Rights about travel disruption can be outlined in the employment contract – employees should check this first.
Taking paid holiday
If there’s travel disruption, employers can ask staff to take paid holiday (annual leave) if they give the correct notice.
This must be at least double the length of time they want employees to take in annual leave. So for 1 day’s annual leave it would be 2 days’ notice.
The employment contract may set down a different notice period and if so, this will usually apply.
Employers may ask flexible workers to work from home or make up time later. Unless the employment contract says so, employers cannot insist on this.
If the workplace is closed
In the event that the workplace is closed because of disruption and the employee does not usually work from home, employers cannot usually deduct pay.
Employers might be able to ask staff to go to another workplace or work from home.
Time off to look after children
If an employee’s child’s school is closed or their normal childcare arrangements are disrupted, they may have the right to take time off to look after them.
This should be agreed between the employee and the employer.
Winter weather – travel disruption
Employees are not automatically entitled to pay if they are unable to get to work because of bad weather.
Adverse Weather Policy
Employers should have a clear ‘Adverse Weather Policy’ in place for such occasions.
If you have any questions at all regarding your rights as an employer or an employee during adverse weather conditions, please contact Humphries Kirk Employment Department for advice.