I understand that but their rights will depend on whether they have any guaranteed hours and what has historically happened when they have been unable to perform their duties.
If an employee cannot get in to work because of adverse weather, you would be in a string position to not pay them because they are unavailable for work.
However, if they are ready and willing to work, but you cannot provide them with any work be it due to adverse weather or other reasons, then you would really have a duty to pay them because it is not their fault that they cannot work. I know it is not your fault either but in these circumstances the employer would have to taker the ‘hit’ because the employees do have better rights. You would have to get insurance to cover you for such eventualities to cover the wages you may have to pay out.
You can see this here:
“If the workplace is closed because of disruption and the employee doesn’t usually work from home, employers can’t usually deduct pay.”
“If employees are working from home, you must pay them their normal wages.
If an employee is unable to work because you have made the decision to close the premises, this will in effect be a period of lay-off.
You should pay your employees their normal wage, unless there is a contractual provision allowing for unpaid lay-off, or the employees agree to being laid off without pay.”
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