Author: Dennis Chapman
Published: December 9, 2010
Reading time: 1 minute
This article is 11 years old.
Read our disclaimer keyboard_arrow_down
This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.
The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.
The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.
Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.
If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.
All characters are fictitious and should not be taken as referring to any person living or dead.
Use of this website shall be considered acceptance of the terms of the disclaimer presented above.
As with many contentious areas it is always a good idea to set down in words ie make a policy of what happens if employees can’t get to work in the snowy/icy conditions.
The true legal position is that, if the workplace is open then a failure to attend unless sick, on holiday or off work for another permitted reason, will be treated as unauthorised leave.
Clearly in some cases it is impossible to get to work and, where an employee could work from home then this is a viable option.
If not, however, then the choices are to allow the time off as annual leave or allow time to be made up on another occasion or simply to not pay for the time off.
If schools are closed then it is arguable that a parent should be allowed to take unpaid time off for emergency childcare.
As a Lawgistics client you can access a Bad Weather Policy.