Shorter Reads

What will energy blackouts mean for employers

With the National Grid warning of power blackouts on ‘really, really cold” days this winter, what do businesses need to consider with regards their employees.

1 minute read

Published 24 October 2022

Authors

Share

Key information

From an employment perspective, there remains a duty to ensure the health and safety of workers and to maintain a comfortable working environment. Employers may need to have contingency plans in the event of power blackouts.

It could mean many will be unable to carry out their usual roles if their places of work are affected or if they cannot work from home. Subject to their employment contract, if an employee cannot work due to energy blackouts the employer will need to continue paying them as usual.

Preparatory steps that can be taken include investment in generators or other alternative power supplies, acquiring portable heaters and reconfiguring workplaces to make them more energy efficient. If a safe working environment cannot be maintained then staff may need to remain at home, working remotely where possible.

The pandemic has taught us some valuable lessons on how to cope in a crisis and businesses are likely to have more notice of impending power cuts than they did before going into the first lockdown.

Practical steps could include asking staff to keep their mobiles and laptops fully charged immediately before a blackout to minimise disruption and being flexible about working hours to meet the needs of the business whilst respecting downtime and family friendly policies.

For more information, visit our Employment page.

Related latest updates
PREV NEXT

Related content

Arrow Back to Insights

Shorter Reads

What will energy blackouts mean for employers

With the National Grid warning of power blackouts on ‘really, really cold” days this winter, what do businesses need to consider with regards their employees.

Published 24 October 2022

Associated sectors / services

  • Employment law for employers

Authors

From an employment perspective, there remains a duty to ensure the health and safety of workers and to maintain a comfortable working environment. Employers may need to have contingency plans in the event of power blackouts.

It could mean many will be unable to carry out their usual roles if their places of work are affected or if they cannot work from home. Subject to their employment contract, if an employee cannot work due to energy blackouts the employer will need to continue paying them as usual.

Preparatory steps that can be taken include investment in generators or other alternative power supplies, acquiring portable heaters and reconfiguring workplaces to make them more energy efficient. If a safe working environment cannot be maintained then staff may need to remain at home, working remotely where possible.

The pandemic has taught us some valuable lessons on how to cope in a crisis and businesses are likely to have more notice of impending power cuts than they did before going into the first lockdown.

Practical steps could include asking staff to keep their mobiles and laptops fully charged immediately before a blackout to minimise disruption and being flexible about working hours to meet the needs of the business whilst respecting downtime and family friendly policies.

For more information, visit our Employment page.

Associated sectors / services

  • Employment law for employers

Authors

Need some more information? Make an enquiry below.

    Subscribe

    Please add your details and your areas of interest below

    Specialist sectors:

    Legal services:

    Other information:

    Jurisdictions of interest to you (other than UK):

    Article contributor

    Enjoy reading our articles? why not subscribe to notifications so you’ll never miss one?

    Subscribe to our articles

    Message us on WhatsApp (calling not available)

    Please note that Collyer Bristow provides this service during office hours for general information and enquiries only and that no legal or other professional advice will be provided over the WhatsApp platform. Please also note that if you choose to use this platform your personal data is likely to be processed outside the UK and EEA, including in the US. Appropriate legal or other professional opinion should be taken before taking or omitting to take any action in respect of any specific problem. Collyer Bristow LLP accepts no liability for any loss or damage which may arise from reliance on information provided. All information will be deleted immediately upon completion of a conversation.

    I accept Close

    Close
    Scroll up
    Get In Touch Print this page
    Collyer Bristow
    ExpandNeed a hand?Toggle

    < Back to menu

    I have an issue and need your help

    Scroll to see our A-Z list of expertise

    Get in touch

    Get in touch using our form below.