The autumn of 2023 has been marked as one of the most tumultuous weather seasons in UK history, characterized by a rapid shift from a severe heatwave to the devastating impacts of storms Babet and Ciarán. This pattern of extreme weather, increasingly becoming the norm in the UK, is prompting businesses to reevaluate their operations and HR policies. A recent study by risk management provider Healix revealed that businesses are now more concerned about the operational impacts of extreme weather than cyber-attacks.
The greatest concerns revolve around extreme heat affecting employees (73%), followed by heavy rainfall and flooding (37%). A significant majority of businesses reported being directly affected by these conditions. The unpredictability of such weather patterns necessitates the implementation of contingency plans, especially for organizations heavily reliant on their workforce. Rachel Suff, an adviser at the CIPD, suggests that companies develop risk management strategies that account for workforce needs and physical presence requirements. The Government of Jersey is a prime example of an organization that has adopted flexible working policies in response to weather changes.
Mark Grimley, the government’s chief people and transformation officer, detailed their approach during Storm Ciarán, which included allowing work from home arrangements and discretionary leave for affected employees. Legally, there is no mandate for employers to have a specific weather policy, but health and safety obligations during extreme weather conditions are paramount. Lawyers advise proactive communication with employees during weather alerts and caution against forcing employees to work during official travel advisories. Bryony Goldspink, a legal expert, emphasizes the importance of employers being proactive and flexible, suggesting hybrid work arrangements and staggered start and finish times for those unable to work from home, like those in agriculture, construction, or transport industries.
Goldspink also notes that persistent failure of employees to make alternative arrangements post-adverse weather conditions could lead to disciplinary action, but stresses the need for consistency in handling such matters. The CIPD advises businesses to balance individual and organizational needs while prioritizing health and safety. Concerns include ensuring reasonable workplace temperatures and considering the impact of heat on concentration and fatigue, especially in safety-critical roles. Employers are also urged to be mindful of those with disabilities or health conditions, who may be more vulnerable during extreme weather. The Government of Jersey’s approach exemplifies a flexible, team-focused strategy that considers both individual and collective needs. As extreme weather events become more frequent and unpredictable, UK employers are recognizing the necessity of adaptable HR policies and practices to effectively manage these new challenges.
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