late for work

Travel disruption: how to deal with staff who are late for work

Even on a good day, few would ever describe commuting as a joy. But in the wake of ongoing issues across the rail network, or the increase in roadworks, these problems have become ever more acute.

Staff absences can have expensive consequences for businesses. So what steps can employers take if staff show up to work late, or even fail to turn up at all, due to travel disruption?

When managing any type of lateness or unauthorised absence, employers should have appropriate policies and procedures in place.

Under normal circumstances, persistent lateness or failure to turn up for work could warrant disciplinary action. But where staff work prescribed shifts, make client visits or transport goods, lateness can be extremely harmful for the business.

However, where staff are penalised for not getting to work on time due to circumstances genuinely beyond their control, taking a “no exceptions” approach is unlikely to foster loyalty and positive morale.

As a business owner it would be helpful to set out the circumstances that you would accept as beyond staff members’ control, such as scenarios where it would be impossible or dangerous for staff to travel into work. This allows you to differentiate between what is an acceptable reason for lateness versus what you would categorise as poor planning on the part of the staff member. It will also provide a clear reference point for line managers when determining whether circumstances warrant a particular course of action.

Where these events occur, you should set out the steps they will take to minimise disruption. In some cases, the business might require a certain number of staff to operate within appropriate health and safety parameters and will have to accept that it will be unable to open on such days.

For businesses where staff travel to clients, have production lines or make deliveries, it is advisable to consult a commercial lawyer to ensure that your contracts incorporate suitable protection for the organisation where it is unable to satisfy its obligations to customers.

In more desk-based professions, employers should assess whether they are happy for those unable to travel to work remotely and, if so, they should ensure their systems are set up to support this.

Once these policies are in place, line managers should be familiar with the appropriate procedures. They should also keep note of which employees are more likely to be affected by major travel disruption and should try to provide appropriate information to their staff where they have advance notice of such events.

As with dealing with most unexpected events, ensuring that contingency measures are in place can help to dramatically reduce their impact on the business as a whole.

If you know that your policies need an overhaul, get in touch today to arrange your no-obligation consultation. We can answer any questions that you might have and explain more about how we can work together to take away your HR headaches.