CSNA’s guide to managing absences during extreme weather events
The CSNA offers key guidance for employers on managing employee absences due to extreme weather, including pay, leave, and temporary layoffs
Print27 January 2025
Extreme and severe weather events can disrupt both an employee’s ability to attend work and an employer’s ability to operate. If employment contracts do not address weather-related absences, the following guidance from the CSNA may be useful.
In general, employers are not legally required to pay employees for time missed due to extreme weather unless specified in the employment contract or through mutual agreement.
However, employers are encouraged to consider the long-term benefits of supporting employees’ welfare. According to the CSNA, treating employees fairly in these situations can lead to a more harmonious workplace for both staff and employers.
Covering absences
Employees may use annual leave to cover absences due to extreme weather, or they may agree with the employer to take unpaid leave.
In the event of a short-notice roster change, employers are not bound by the usual 24-hour notice requirement during exceptional circumstances, such as severe weather.
The CSNA suggests that both parties work together to reach a fair solution.
Temporary lay offs
If an employer is unable to operate due to weather-related damage or lack of work, they may temporarily lay off employees.
During this period, employers are not obligated to pay, but affected employees may be eligible for Jobseekers Benefit or Allowance.
The CSNA highlights that this can be a challenging situation for both parties, but it is part of managing unexpected disruptions.
Terms and conditions
Employers may have included policies and procedures in their contracts of employment to cover severe weather events which may include:
- The taking of annual leave for the days absent to avoid employee loss of earnings
- Agreement to work back the hours / days lost
- Alternative opening days on a day where the business is normally closed
- Working from home where feasible and practical
- Working from an alternative location where feasible and practical
- Or other beneficial arrangements
Resolving issues
The CSNA encourages employers and employees to seek to resolve any issue at the level of the employment.
Where issues cannot be resolved locally, the employee may make a complaint under either the Organisation of Working Time Act 1997 or the Payment of Wages Act 1991 or other relevant enactment to the Workplace Relations Commission Where the employer and employee are agreeable, the Commission may seek to resolve the matter by means of mediation.
Otherwise, the complaint will be investigated by an Adjudication Officer. Every case is fact-specific.
Read more: CSNA issues Storm Éowyn adverse conditions preparation guide
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