We had two employees who could not get to and ‘from’ work because of the bad weather. One said she was snowed in and could not get out of her house (which is in the country up an untreated road). The other was travelling back from Dublin after work and the work van was slipping all over the road. After three hours of not going very far the employee booked into a hotel for the night. What are my responsibilities as an employer in these situations?

Posted in : First Tuesday Q&A ROI on 7 December 2010
Issues covered:

It is a matter for an employer's discretion as to whether it pays an employee who is absent from work as a result of severe weather conditions, as there is no legal obligation on an employer to do so. One solution might be to consider allowing an employee to use his/her annual leave to cover these days of absence. However, particularly given that many employees will have used their full annual leave entitlement by this point in the year, where an employee cannot get to work, the employer may allow the employee to take unpaid leave.

Further details would be required to comment fully on the employee who checked into the hotel, as regards whether it is necessary to cover the costs of her doing

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register today!

Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.

We help you to understand the ramifications of each important case from Ireland and Europe.

We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.

You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.

You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.

Already a subscriber, now or Register

Back to Q&A's This article is correct at 02/09/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.


The main content of this article was provided by Matheson. Contact telephone number is +353 1 232 2000 or email dublin@matheson.com

View all articles by Matheson