UK Riots: Employer Obligations and Duty of Care
Following last week’s knife attack in Southport, where three children tragically lost their lives and others were injured, violent protests erupted in towns and cities across the UK. These events, reportedly fuelled by misinformation about the suspect’s identity and background, present significant challenges for employers who are navigating a landscape where employees may feel unsafe and at risk. Additionally, there is the potential for involvement in or impact from acts of violence and discrimination.
Supporting Vulnerable and Affected Staff
In such unsettling times, businesses must prioritise the well-being and support of vulnerable and affected staff, as HR issues may arise. Employers should consider flexible work arrangements to accommodate safety concerns. If there are worries about whether a company can open safely or needs to close due to damage, it’s essential to evaluate the contractual position with employees. Alternatives might include altering start or finish times to avoid early or late arrivals and departures, thus enhancing security.
Addressing Pay and Work Arrangements
Pay during temporary or partial closures needs careful consideration. It is crucial to seek HR guidance to ensure the safest and most compliant methods for organising this. Solutions must be risk-averse for all parties while enabling, as much as reasonably practicable, the continued operation of the business.
Prioritising Employee Safety
The Health and Safety at Work Act 1974 requires employers to maintain a safe working environment. In times of civil unrest, this responsibility is heightened:
- Risk Assessments: Conduct thorough risk assessments to identify potential hazards related to riots, including commuting routes and workplace safety.
- Remote Work Options: Where feasible, offer remote work opportunities to minimise exposure to potential dangers.
- Clear Communication: Ensure open lines of communication with employees, providing guidance on safety procedures and updates on riot developments.
Security Measures and Business Premises Protection
Businesses must take proactive steps to protect their premises and assets:
- Security Enhancements: Consider if this is required.
- Insurance Reviews: Review insurance policies to ensure adequate coverage for riot-related damages and understand the specifics of coverage.
- Contingency Planning: Develop plans to address potential disruptions, including identifying alternative suppliers and distribution channels.
Handling Workplace Conflict
Naturally, the current climate might fuel workplace conflict, with heightened emotions and mixed opinions leading to fractious discussions. It is vital that your policies on workplace conduct and respect are clear and reliable, ensuring due process for resolving conflicts and grievances. Consider making an announcement acknowledging the events, confirming any temporary adjustments, signposting relevant support, and reminding employees about workplace expectations.
Legal and Ethical Considerations
Adhering to legal and ethical standards is essential:
- Employment Law Compliance: Ensure compliance with employment laws and contracts, especially when implementing changes to working conditions.
- Non-Discrimination: Treat all employees fairly and equitably, avoiding discriminatory practices.
- Community Engagement: If your local community has been impacted, what can you as a business do to help?
Signposting to Support Resources
Signposting to well-being support, such as Employee Assistance Programmes (EAPs), is a valuable tool during this period. Providing access to professional help can be an essential part of supporting staff.
Conclusion
The recent riots present significant challenges for UK businesses. By understanding and fulfilling their responsibilities, companies can protect their employees, assets, and operations. Prioritising safety, enhancing security, and maintaining compliance with legal and ethical standards allow businesses to navigate these turbulent times with resilience and integrity.
For help and guidance, please reach out to Ward Williams HR. We are here to assist you in ensuring compliance and safeguarding your business.
If you have any questions on any of the above, please get in touch with the office: hr@wardwilliamshr.co.uk or call 01932 830664.
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