With reports of planned public disorder across parts of Northern Ireland, some businesses have indicated that they intend to close early due to concerns regarding employee safety, travel disruption, and operational impacts.

Where an employer is unable to provide work as a result of business closure or disruption, there may be circumstances in which employees can be laid off. However, before taking this approach, Copacetic Business Solutions, HR & Employment Law specialists, are encouraging employers to consider the wider employee relations implications and adopt a pragmatic approach where possible.

Public disorder

Depending on your operational requirements and business circumstances, Copacetic has advised that employers may want to consider:

• Paying employees for the affected period, particularly where the closure is precautionary and outside of the employee’s control.

• Agreeing annual leave with employees who are willing to utilise leave entitlement.

• Considering requests from employees who wish to take annual leave in order to avoid travel difficulties or concerns regarding personal safety.

• Exploring alternative working arrangements, such as homeworking, where practical.

You may also consider laying staff off, but only where the possibility of which is already stated in the employee’s contract.

Dyla Loughlin, Principal Consultant at Copacetic Business Solutions said;

“Whichever approach is adopted, it is important that it clearly communicated to employees and confirmed in writing. Maintaining a clear paper trail will help demonstrate the rationale for decisions taken and minimise the risk of misunderstandings or disputes at a later date.”

“Each situation will depend on the specific circumstances of the business and the contractual arrangements in place. I would encouragers employers seek professional advice to help navigate your particular circumstances.”