KR HR & TRAINING NEWS ARTICLES

The past week has seen widespread riots and violence across the UK.  Much of this has been racially aggravated fuelled by deliberate misinformation.

We actively oppose all forms of racism and violence and stand up against hatred and far-right extremism. 

Employers have a duty of care to employees, which includes providing a safe place of work. We consider some of the most frequently asked questions employers may have.

What can businesses be doing to support staff during this time?

• Closing premises early if they are in a location affected by riots.
• Allowing staff to leave work early or work from home.
• Adjust working times to avoid evening commuting on public transport.
• Sharing information regarding transport arrangements to allow them to plan their route to and from work safely.
• Some of the workforce may feel particularly vulnerable given the racially aggravated nature so check in with individuals regularly, and signpost to emotional and practical support.
• Inform staff how to report any incidents of discrimination or harassment they experience in the course of their employment.

What do businesses need to consider if they need to close for safety reasons?

• Businesses must pay employees who are able and willing to work unless they have a contractual right to lay them off or to reduce their hours.  Check contracts of employment to see if this is allowed.

What should businesses do if employees have been involved in the riots?

• Employees who have had some involvement in the riots (whether directly or via social media) may be arrested and charged.  Employers should be wary of dismissing based purely on a criminal charge as the person may establish their innocence.
• If an employee is arrested or suspected of being involved in criminal activity, it is important that a workplace investigation is carried out to determine whether disciplinary action is warranted.
• If an employee is absent due to being in custody, the employer must consider whether their job can be kept open.
• Avoid knee-jerk reactions and ensure you follow your usual procedures.

Further information on what employers should be doing can be found by clicking on the following link.

UK riots: what should employers be doing? (peoplemanagement.co.uk)