Navigating Extreme Weather in Ireland: A Workplace Guide for Employers

Extreme weather conditions can strike us with relatively short warning. Whether it’s snow, rain, sleet, or wind, different kinds of extreme weather can have an impact on our working days. Whether schools or public transport are operational can have a huge effect, as can the feasibility of presenting yourself at your place of work, if site attendance is required.  

Below, we’ve put together some answers to common questions brought up by extreme weather, to aid employers in creating robust solutions for their employees. 

 

Adverse weather like storms, snow and ice, heatwaves or high winds can cause widespread disruption and can be dangerous. Met Éireann has outlined the definition of weather warnings here. 

Met Éireann provides weather warnings to alert the public, typically within 2.5 days of an event, with earlier advisories up to a week in advance. These warnings are classified by severity: 

Employers have a responsibility to assess health and safety risks associated with requiring employees to travel or work during extreme weather. A common-sense approach is vital, prioritising the welfare of employees. Encouraging flexible solutions such as remote work can help mitigate risks. 

 

Workplace Closure 

If a workplace cannot open due to extreme weather or other uncontrollable events, employers should notify employees promptly.  

From a legal standpoint, there is no automatic obligation to pay employees for lost hours, but organisational practices and employment contracts may dictate otherwise.  

Contracts with provisions for short-time work or lay-offs might allow for reduced or no payment, but reasonable notice is essential to avoid breaching contractual terms. 

 

Employee Inability to Attend Work 

Employees unable to attend work due to extreme weather are not statutorily entitled to payment unless agreed upon in their employment terms. Employers may: 

• Allow unpaid leave. 
• Deduct time from annual leave. 
• Permit employees to make up hours within a defined period. 
• Fostering a supportive workplace culture by accommodating employees during adverse weather can enhance long-term employee relations. 

 

Flexible Work Arrangements 

Remote Work 

Where feasible, employees may work from home during weather disruptions, provided this arrangement aligns with job requirements and IT infrastructure capabilities. 

Adjusted Hours 

Employers may allow employees to arrive late or leave early, provided the time is made up later. Organisations with flexitime systems often find this easier to implement. Checking what public transport is available and being mindful of the restrictions this can impose on people is so important. 

Roster Changes 

Short-notice roster changes may arise during extreme weather. Employers should comply with recent EU regulations on Transparent and Predictable Working Conditions, ensuring changes fall within pre-agreed reference hours. 

 

Leave and Absence 

Annual Leave 

Employers can request employees to take annual leave to cover weather-related absences. While a month’s notice is typically required, shorter notice can be mutually agreed upon. 

Emergency Leave 

School or crèche closures may lead to emergency childcare needs for employees. Although this does not qualify as force majeure leave, employers can consider annual leave or unpaid leave on a case-by-case basis. 

 

Preparing for the Future 

With a proactive approach to extreme weather, employers can create a safer and more supportive work environment. 

Employers should ensure employees are well-informed about company policies regarding attendance, remote work, and safety measures during extreme weather. This information should be easily accessible through company handbooks, internal portals, and regular updates. 

Employers should foster a culture of communication where employees feel comfortable discussing their concerns about travelling in adverse weather. Check-ins and clear guidance on expectations can help alleviate uncertainty and promote a collaborative approach to workplace safety. 

Businesses should evaluate their IT capabilities to support remote work during extreme weather. Providing employees with the necessary tools, such as VPN access and cloud-based collaboration platforms, can ensure minimal disruption to operations. 

Companies should have clear protocols in place for responding to extreme weather events, including designated contacts, decision-making processes, and contingency plans to maintain productivity while prioritising safety. 

 

Extreme weather may be unpredictable, but thoughtful preparation and compassionate policies can ensure workplaces remain resilient and employee well-being is prioritised. 

At SD Worx Ireland, we work closely with businesses to develop payroll and workforce management solutions that help navigate challenges posed by extreme weather. Our payroll software ensures accurate and timely payment processing, even during disruptions, while our workforce management tools help companies implement flexible scheduling and remote work policies seamlessly. 

We understand that every business has unique needs, and our expertise in HR and payroll solutions allows us to support organisations in creating adaptable and fair policies for extreme weather events. 

By integrating smart workforce solutions and forward-thinking strategies, companies can build a resilient workplace that prioritises employee safety, business continuity, and long-term success.  Get in touch with SD Worx Ireland to discuss how our solutions can provide reliable payroll solutions to support your team, come rain, hail, or shine!