6 November 2012

Adverse Weather - Its Snow Joke


Barry Chignell

Barry Chignell

Barry Chignell worked in Ciphr's marketing team from 2012-2020.


Leadership and management


As the nights draw in and the frost appears in the morning,  Adverse Weather policies and procedures are once again at the top of an HR department’s list.  The ability for an organisation to continue to work effectively, through conditions which make it difficult to get into the office, is key to organisational efficiency.

Implementing an Adverse Weather policy

Implementing a clear Adverse Weather policy, and communicating this to your employees, is fundamental when managing staff absence during the winter.  It is also important to ensure that your employees fully understand the company policy in the event of adverse weather.  Employee uncertainty as to whether they are entitled to parental leave, or just how ‘adverse’ the weather has to be before the policy takes effect, are important both for morale and motivation, should you suddenly have a largely remote workforce.

Effective and visible absence  policies

Effective and visible absence management policies, as part of a company handbook, are essential as a reference for employees when issues arise, and will help both employees and the business through the difficult conditions. Publishing such policies to the company intranet, or through a self service system such as Ciphr Net, allows employees to access such policies at will. Online accessibility can also be used as a means for employees to agree to new and existing policies, as they can be ‘rolled out’ across the workforce for consumption and agreement.

Adverse weather options

Businesses are not obliged to pay employees for days when they are unable to attend work due to bad weather, unless it is stated in the individual’s contract. However, there are various options available regarding days when an employee is unable to attend the office. Including;

  • Working at home or remotely.
  • Making up the day/s through overtime.
  • Taking the time as annual leave (paid, assuming that the employee has sufficient days left in their entitlement)

However you implement and manage your Adverse Weather policy, ensuring that your workforce understands and agrees to its terms, will go a long way to ensuring that the winter months do not prove to be a slippery slope for productivity and efficiency.