The recent violent unrest in the UK’s major cities has created a pressing need for employers to implement strategies to protect their workforce. This is particularly crucial for sectors like retail, hospitality, and emergency services, which have been directly impacted and may have been targeted by protestors. Employers must also be prepared to act if one of their employees is suspected of being involved in the unrest. Here’s a comprehensive overview of what employers should be doing to manage these challenging circumstances.
Protecting Your Workforce
Employers have a duty of care to provide a safe working environment. Here are steps you should consider:
Closing Business Temporarily: If the unrest poses a significant risk, you might need to temporarily close your business. This may involve laying off employees temporarily or asking them to take unpaid leave or annual leave until it’s safe to reopen. Note that you are obligated to continue paying employees unless you have a contractual agreement allowing for lay-offs or reduced hours.
Remote Working: Where possible, allow employees to work remotely until the situation stabilises. This reduces their exposure to potential danger and helps maintain business continuity.
Adjusting Work Hours: Alter start and finish times to enable employees to travel during safer hours. Ensure no employee travels alone to or from work. Pairing employees or providing expenses for taxi travel can enhance their safety.
Monitoring and Communication: Keep a close eye on the news, social media, and official statements from the government and police to stay informed. Communicate updates and safety procedures clearly to your workforce, ensuring everyone knows what to do during disturbances.
Supporting Vulnerable Employees: Identify employees who may be more vulnerable to violence due to their beliefs or ethnicity. Develop tailored solutions to protect these employees while maintaining business operations.
Offering Support
If your employees are impacted by the unrest, providing support is essential:
Employee Assistance Programmes (EAP): Offer access to EAPs or arrange counselling or occupational health support. This support should be employer-funded to help employees cope with the psychological impact of the unrest.
Dealing with Illegal Acts
If you suspect an employee is involved in illegal activities:
Inform Authorities: Employers have a duty to report any illegal acts to the police.
Internal Investigation: Conduct your own investigation following your disciplinary policy and process. Ensure this is done confidentially and legally. At enlightenHR, we can guide you through this process to ensure compliance with legal guidelines.
Working through the challenges posed by the current unrest requires a proactive and compassionate approach. By implementing these strategies, you can protect your employees and maintain business operations. Remember, enlightenHR is here to support you every step of the way, providing expert advice and guidance to help you manage these difficult situations effectively.
For more detailed guidance and support, please contact us at enlightenHR.
Holly Mapstone is an HR expert and specialises in helping those of you in the SME sector with all of your HR needs.
Consultancy allows Holly to be agile and to adapt her style and support to suit the needs of her clients. Building strong working relationships allows Holly to deliver improvements, while also aligning people strategy to business outcomes and promoting resilient and positive cultures.
Need Advice?
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
