If your staff weren't able to get into work during the bad weather, you may be unsure of how to deal with the situation.
Legally, you're under no obligation to pay an employee who fails to attend work, as it can be argued that the employee is in breach of contract.
However, employees have statutory protection against unauthorised deductions being made from their wages, so if you have no contractual right to deduct pay and if your employee does not consent, deducting pay could be potentially subject to a legal challenge.
If an employee has to take time off during bad weather to look after their children (for example, due to a school closure) they are entitled to unpaid dependant's leave. This protects them from suffering any discrimination because of an "unexpected disruption to childcare".
However, though there is no legal obligation to pay employees who haven't attended work, it could greatly help to maintain staff morale and productivity if you do choose to pay them.
Alternatively, you could offer to pay in return that they make the hours up over a period time, or give them the option to take paid leave from their holiday entitlement. But remember that you cannot force employees to take annual leave without their consent.
Whatever you chose to do, make sure you act reasonably, take a consistent approach and communicate your decision clearly to all employees.
If an employee gives you no notification that they won't be coming in, the absence can be treated as unauthorised unpaid leave.
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