Adverse Weather: How Employers Can Help Keep Staff Safe

Heavy snowfall across the northeast of Scotland in early January highlighted the challenges that adverse weather conditions pose for employers and employees alike. From blocked roads to disrupted public transport and power outages, severe winter weather can make commuting to work dangerous and normal business operations difficult. For UK employers, these conditions raise important questions about duty of care, health and safety, and practical support for staff.

Under the Health and Safety at Work etc. Act 1974, employers have a duty to take reasonable steps to ensure the health, safety and welfare of their employees. This duty extends to adverse weather where staff are required to travel or work in potentially unsafe conditions. While employers cannot control the weather, they can control how they respond to it. We have set out some helpful tips for employers to prepare for adverse weather conditions.

Flexible Working Solutions

One of the most effective steps employers can take is to adopt flexible working arrangements. Where roles allow, remote or hybrid working can significantly reduce the risks associated with travelling in snow and ice. Encouraging staff to work from home during severe weather not only protects their safety but also helps maintain productivity. Clear policies should be in place, so employees know when remote working is acceptable and how to access systems securely.

Risk Assessments

For roles that require physical presence, risk assessments are essential. Employers should review whether it is genuinely necessary for staff to travel during severe weather and consider delaying non-essential work. Where attendance is required, businesses should assess travel routes, site access, and any on-site hazards. Gritting paths, ensuring adequate lighting, and promptly clearing snow can greatly reduce the risk of slips and falls.

Communication Channels

Clear communication is another key factor. Employers should keep staff informed about business opening arrangements, expectations around attendance, and any changes to working hours. Using multiple communication channels such as email, messaging apps or staff intranets helps ensure messages are received promptly, particularly if weather conditions deteriorate rapidly.

Clear Policies

Employers should also consider their approach to pay and absence during severe weather. Having a fair and transparent policy on weather-related absence or lateness can reduce anxiety and improve trust for both employer and employee. Some organisations allow staff to make up time later, take annual leave, or be paid where travel is deemed unsafe. The approach taken will depend on the circumstances and, in particular, whether the requirement to “not work” is being mandated by the employer or employee. Consistency is crucial to avoid disputes and maintain morale.

Separately, adverse weather can bring about unexpected school closures. Therefore, it is important for employers to also be mindful of their employees’ right to reasonable unpaid time off work to take necessary action in respect of dependants.

If you are a business and have any questions about how to manage adverse weather conditions, please contact a member of our Employment Team for support.