Preparing the Workforce for Impending Strikes

In absence, business principles, Employment law, government, pay, workers on June 20, 2022 at 11:08 am

Significant travel disruption is expected on 21, 23, and 25th June as members of the RMT Union strike over pay, proposed job cuts, and conditions. The action includes drivers, guards, catering staff, signallers, and track maintenance workers, effectively shutting down the national railway network. It is expected that service will be reduced to a fifth of the normal capacity.

Action point:

If your employees are unable to get to work:

  • What alternatives are there? E.g. work from home, hybrid workers could change their work at home days, agree annual leave, enforce annual leave (this can only be done with twice the length of the annual leave to be enforced eg two days’ notice to enforce one day of annual leave, and so employers looking to do this should do so soon), use banked time in lieu, agree period of flexible working
  • If the employees are to work their contracted hours or use authorised leave they are entitled to be paid as normal

If your employees will be/are late:

  • check what your contracts say about pay/absence
  • Be wary of rounding up’ pay, e.g. when an employee arrives 10 minutes late for an 8.00am shift they will not be paid until 8.30am. Employees may feel this unfair when lateness is due to strikes and it could also be deemed an unlawful deduction of wages. It could also cause pay to dip below National Minimum Wage for lower-paid workers.
  • Employees could be given the option of working the time back.
  • Employers could treat these instances differently to other types of lateness as they are not the employees’ fault and they may not have any other option. Make sure that this approach is applied consistently across the workforce, and be aware that this could set a precedence for future instances.

If care arrangements are affected:

  • Care, child-care settings, and schools may have to close or limit their provision if their staff are adversely affected by the situation. Employees have a statutory right to unpaid time off to care for dependants.
  • If this is likely to be an issue we recommend having a conversation with your employees as soon as possible to see what arrangements can be made.

If you would like to know more about this topic contact Rob Bryan Associates – 01462 732444 /

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