Adverse Weather: What employers need to know as winter approaches
Ireland has recently seen a rise in extreme weather, disrupting businesses through travel hazards and occasional shutdowns. Caroline Reidy reports
Print25 November 2025
In recent years, Ireland has faced an increase in severe weather events such as heavy snowfall and flooding to red weather warnings and high winds. These conditions can create major operational challenges for businesses, impacting employees’ ability to travel safely and, in some cases, forcing temporary closures.
For employers, adverse weather raises a range of complex issues: whether to open or close, how to manage pay and attendance, and what obligations apply under employment law. The key to handling such situations effectively is preparation, communication, and consistency.
Developing a strategy
Every organisation should have a clear strategy for managing periods of bad weather. Certain businesses, particularly those providing essential services, may need to continue operations regardless of conditions. Others may be able to temporarily close or allow employees to work remotely.
When creating your adverse weather strategy, consider:
- Which operations must continue, and which can pause safely
- How you will assess and prioritise employee safety
- Who will make decisions about closures or altered operations
- How and when employees will be informed of these decisions
A proactive plan ensures that decisions are made consistently and safely when severe weather strikes.
Creating an adverse weather policy
Once a strategy is in place, it should be formalised in a written Adverse Weather Policy, ideally included in your staff handbook.
Your policy should outline:
- The process for deciding whether the business will remain open or close
- Expectations around attendance, communication and reporting absences
- How pay and leave will be handled in different scenarios
Attendance and pay: Understanding the rules
Bad weather often leads to questions about whether employees are entitled to pay if they cannot attend work. The answer depends on the situation.
When the business remains open
If the business remains open and work is available, there is no statutory entitlement to pay if an employee cannot attend work due to weather conditions. However, employers should adopt a fair and balanced approach.
Reasonable alternatives include:
- Allowing employees to work from home (where possible)
- Permitting the use of annual leave for the missed day(s)
- Allowing employees to make up the time at a later date
When the employer closes the business
If the employer makes the decision to close for example, in response to a red weather warning, employees should be paid for their rostered hours. In this instance, work is unavailable through no fault of the employee, and the employer cannot require staff to use annual leave without giving at least one month’s notice.
When employees choose not to attend
If the business remains open and employees choose not to attend, arrive late or leave early, there is generally no obligation to pay for those hours. Employers must, however, be mindful not to pressure employees into travelling in unsafe conditions. The best approach is to weigh operational needs against health and safety considerations, taking a practical and compassionate stance.
Lay-offs and temporary closures
Where a business must close for a longer period for example, due to flooding or storm damage, employers may need to consider lay-off or short-time working arrangements.
If an employee’s contract contains a lay-off clause, the employer may temporarily suspend work without pay. However, where no such clause exists, full pay for rostered hours is generally required under the Payment of Wages Act 1991.
Employees placed on lay-off or short-time working may be eligible for Jobseeker’s Benefit or Jobseeker’s Allowance, though the first three days of unemployment are not covered.
Alternative arrangements and flexibility
Flexibility can often prevent unnecessary disruption. Employers might:
- Facilitate remote or hybrid working during the weather event
- Allow employees to take annual leave for affected days
- Offer unpaid leave by mutual agreement
- Adjust rosters or shifts (with appropriate notice)
A case-by-case approach demonstrates fairness and helps maintain good employee relations during challenging periods.
Managing concerns about non-attendance
If an employer suspects that an employee has not made a genuine effort to attend work, or has misused an absence policy, the matter should be handled under the organisation’s disciplinary procedure.
Given the difficulty in verifying travel conditions for individual employees, disciplinary action should be a last resort and supported by clear evidence.
Communication Is Key
Timely and transparent communication is vital during adverse weather events. Employers should ensure that:
- Employee contact details are current
- Decisions about closures or altered operations are communicated promptly via established channels (email, text, messaging apps, etc.)
- Reporting procedures for lateness or absence are clearly understood
An effective Adverse Weather Policy should address:
- The expectation that employees make reasonable efforts to attend work safely
- Whether and how pay, leave or time-off arrangements apply if attendance is not possible
- The correct procedure for notifying management of difficulties
Health and safety come first
Employers have a statutory duty of care to protect the safety and wellbeing of their employees. This includes assessing whether it is safe for employees to travel or work during severe weather conditions.
Always err on the side of caution, no operational priority outweighs employee safety.
Planning ahead
Review your business continuity plan and employment contracts, making sure they include:
- A clear lay-off or short-time working clause
- A documented Adverse Weather Policy
- A communication protocol for emergencies
Useful guidance can also be found in the Department of Enterprise, Trade and Employment’s publication ‘Business Continuity Planning in Severe Weather’, which offers practical advice for employers.
If you require further information or advice on the above, or should you feel you may require Outplacement Services, please do not hesitate to contact or HR Consultancy Team on 01 901 4335 / 066 710 2887 or email us at info@thehrsuite.com and our team will be more than happy to assist.
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