How should I deal with a snow day?
Jane Fryatt
Confidently Manage Your Team | Practical HR Solutions for Small Businesses | Actionable Advice | Expertise in: Discipline, Grievance, Performance, Sickness Absence, Mediation, Onboarding Your First Employee
After the weather over the past two days, are you wondering how to deal with ‘snow days’ next week when staff can’t or won’t come into work because of the weather? Here’s some guidance for next week!
Do I need to pay employees who don’t come in because of the weather?
In theory no - employees are required to attend work and do their job in return for an agreed salary. However, you will only be able to withhold pay if the absence is unauthorised. Check your contract of employment or policies as they may detail what kind of absences are authorised and paid. It’s reasonable to assume that absences for other reasons are not authorised unless agreed otherwise, and therefore pay may be deducted in those instances.
If you close your business then you are obliged to pay your staff their normal salary.
Is there a benefit to paying my staff for a snow day?
From an engagement and morale point of view, yes, it shows you care about your team and are sympathetic to the hazards and inconveniences of travelling in bad weather.
What about if school or nursery is closed?
This scenario would be classed as emergency leave for dependents, which provides a reasonable amount of unpaid leave for staff to deal with unexpected situations. However this is for short term emergencies only and it is reasonable to expect staff to make alternative arrangements after a few days.
Can I ask employees take holiday instead?
Yes but only if you can give sufficient notice - at least twice as long as the amount of leave an employee wants to take (for example 2 days’ notice for 1 day’s leave), unless the contract says something different. In reality most people would rather take paid leave than emergency time off, which is unpaid.
What if someone works from home?
Any staff member who can work from home instead of attending work at their normal workplace should be paid their normal salary. This is usually the best option for all concerned!
Remember the number one priority should be the well-being of your staff, so if you can, allow them to make their own assessment of the weather and whether to travel without feeling pressure from you to take unnecessary risks.
Take care out there!