Let it Snow, Let it Snow, Let it Snow!

Ah, snow! That magical, powdery substance that turns the UK into a winter wonderland — or, more accurately, a logistical nightmare. Despite it being typical autumn/winter weather, the nation seems to hit the panic button every time snowflakes fall. Roads resemble ice rinks, trains vanish into thin air, and schools shut faster than you can say, “It’s snowing!”

For employers, winter weather is snow joke. It brings a flurry of questions, slippery legal challenges, and HR headaches. So, let’s break the ice with some practical advice and legal tips to help you navigate the snowpocalypse without ending up in an employment tribunal.

Getting to Work: Snow More Excuses?

First up, the commute. While your health and safety obligations don’t officially extend to an employee’s journey to work, forcing staff to brave Arctic conditions could land you in hot water—or at least lukewarm litigation.

Employees could claim constructive dismissal if they feel compelled to resign due to unreasonable expectations, like hiking through a blizzard to reach the office. The solution? Flex your flexibility muscles:

• Remote Work: Encourage working from home where possible - laptops are a lot more reliable than sledges.
• Flexible Hours: Let employees swap office days or arrive later/leave earlier to avoid peak icy chaos.
• Holiday Options: Offer the choice to use annual leave for unexpected snow days, but don’t demand it.

A little snow-pathy goes a long way toward building trust and goodwill with your team.

The Workplace: Keeping Your Cool

Even indoors, the chill can creep in, and a frosty workplace could violate the Workplace (Health, Safety and Welfare) Regulations 1992. The magic number? 16°C—or a brisk 13°C for physically demanding jobs.

Keep your team toasty by:

• Regularly checking workplace temperatures.
• Relaxing the dress code—let them ditch the suits for jumpers, scarves, and maybe even thermal onesies. (Just make sure they’re still decent for video calls.)
• Providing portable heaters or warm drinks if the heating system goes on strike.

When the Workplace Shuts: Snowbody’s Home

If your workplace has to close due to heavy snow, the law gets a bit icier. Employees who are ready and willing to work should generally be paid for the day—unless you’ve got a contractual clause to cover such events.

Here’s how to navigate the blizzard: check contracts! If they allow you to relocate staff to another site or require remote working, make use of these options.

School Closures: Snowed Under with Dependants

When snow closes schools, parents on your team might find themselves stuck. Legally, employees are entitled to take unpaid time off to care for dependants in an emergency—so yes, the “My kids are home” excuse is valid.

Encourage remote working where possible (a bit of background Peppa Pig never hurt anyone).

Snowed In: Can’t Get Out, Can’t Clock In

What about employees who are completely snowed in and can’t physically reach work? If their contract doesn’t guarantee pay for such situations, technically, you’re not obliged to pay them.
But think about the bigger picture, perhaps allow them to use annual leave instead.
Being fair and flexible could save you from a blizzard of complaints.

The Key: An Adverse Weather Policy

The best way to avoid getting caught in a snowstorm of confusion is to prepare in advance. An Adverse Weather Policy can melt away uncertainty by addressing:

• How employees should report absences.
• Risk assessments to determine whether your workplace is safe.
• Clear protocols for remote or hybrid working.

Snow Conclusion

The moral of the story? Be prepared, be flexible, and don’t let the frostiness extend to your employee relations. With the right approach, you can keep your business moving—even when the snow slows the rest of the world to a crawl.

Stay warm and may your office tea supply never run out!

If you require any help or assistance regards this topic or anything else employment law related, please contact our Employment Law Team.