How to prepare if staff miss work amid airport chaos

Airports are in chaos as holidaymakers face long queues, delays and even flight cancellations as airlines grapple with staff shortages.

But these issues are having knock-on effects for employers as staff are more likely to miss work amid the challenges.

With this in mind, Martin Williams, head of employment and partner at law firm Mayo Wynne Baxter, has shared with Reward Strategy some advice that organisations may need in the event an employee misses work due to the disruption:

“Not turning up to work as expected is to be absent without leave. A simple plea of there being circumstances beyond the control of the individual is not necessarily good enough.

“An employee should take ownership of the situation they find themselves in even if the delay is not their fault.

“The key thing for the employee is to be open and honest with their employer once they have realised getting back is a problem.

“If an employee is not open with their employer, they leave themselves open to an accusation of dishonesty. This can only make the employment relationship worse.

“Any employer faced with an employee’s non-arrival must avoid jumping to conclusions. If the employee is upfront about the circumstances of the original timing of the return journey, and why matters have gone awry, this should be acknowledged.

“However, depending on the circumstances, including the length of the delay in returning, the employer could look at taking disciplinary action.

“A minor infringement could easily be dealt with informally but, even then, the employer should only admonish an employee once they have gathered the relevant facts.

“If the non-arrival causes significant disruption the employer may want to address why the employee put themselves in the position of risking not being at work via formal disciplinary proceedings. Such a move should only be made after an investigation.

“The consequences for the employee could be serious if they are found to have gone against advice with respect to foreign travel at a crucial time for the employer.

“Employees are best advised to make sure they do not run the risk of being that person on the Gatwick Express having just jumped off a plane from holiday, when they should be in a meeting with key clients.

“Employers should not consider deducting any pay for the delayed return until after full and proper consideration of the facts as a result of a disciplinary hearing. Even then, they should seek advice before imposing such a sanction.”

During the Payroll & Reward Conference this June an employment law update will be provided to attendees – don’t miss out and get your ticket now.