UK Riots: What employers need to do?

You'll no doubt be aware of the attack in Southport last week. The incident that left three children dead and others injured has sparked protests that have erupted in violence up and down the country.  Understandably, this has left many employers asking the question ‘what potential impact will this have on my business and employees?

Our Croner experts have collated some of the ways that employers can better support their employees.

Protect your vulnerable employees 

If your employees’ commutes are being disrupted due to the protests, or if they believe they aren’t safe traveling to and from work. You should consider changing your employees' start and end times. This will allow them to commute at a time they feel more comfortable. 

A solution you could implement is to ensure employees aren't travelling alone is to employ a "buddy" system. This can help reduce the risk of individuals being targeted if you feel that your business is at risk.

You should also work to understand the risks to your employees, for example, if your employees are traveling on public transport or they could be a target for the violence. You should make reasonable adjustments to help your employees feel safer at work. 

Unplanned business closures

Businesses who are more at risk of violence and riots, may decide to undertake unplanned business closures. This will help protect your employees and allow them to stay out of harm's way.

If a business decides to undertake an unplanned closure, they may ask staff members to take unpaid leave, annual leave or enact temporary layoffs. Croner’s Managing Director Paul Holcroft has stated ‘An employer would be able to lay off employees or put them on short-term working if this was allowed for by the contract of employment, was clear custom and practice within the workplace, was provided for by a collective agreement, or agreed between the employer and employee in the circumstances.’

Employee involvement 

Your HR department has a legal duty to report any illegal behaviour to the relevant authorities. Situations should be handled and addressed privately and confidently while the investigation is taking place. The employee in question may be suspended while the investigation is ongoing. 

When we use the term ‘employee involvement’ this includes any social media content that encourages violence, or if an employee makes a discriminatory comment online - whether that is towards a co-worker or otherwise. 

Employers should ensure they’ve got a robust social media policy in place. This will help convey to your employees what conduct is appropriate and will give examples of what conduct could be considered unacceptable and what the disciplinary process and the potential consequences. 

Get expert advice 

If you need advice or support on handling employees and the riots, get in touch with one of Croner’s dedicated HR, Employment Law and Health & Safety Experts on 0800 470 2826.