The past few days have shown how quickly weather conditions can disrupt the normal operation of companies. Heavy snowfall, frost or even freezing rain, along with traffic restrictions, have caused train delays, cancelled bus services and road closures. For employers, this represents not only an organisational challenge but also the need to respond correctly in compliance with labour law.
How should an employer proceed when an employee cannot reach the workplace due to a snow emergency? What are the employee’s obligations and what options does the employer have? The following text provides an overview of the rules, recommendations and tips on how to handle such situations fairly for both parties while remaining legally compliant.
What applies if an employee cannot get to work?
If an employee does not arrive at work or arrives late due to snow and traffic conditions, it is essential that they inform the employer as soon as possible – ideally by phone or email, including an estimate of when they might arrive.
Each situation is assessed individually:
- Unpredictable circumstances (e.g. unexpected public transport outages or road accidents): the absence may be considered excused.
- Predictable circumstances (e.g. forecasted traffic disruptions): employees are expected to choose an alternative route, leave earlier or use another mode of transport. If they fail to do so despite having the option and arrive late, the absence may be considered unexcused.
Entitlement to pay and time off
Labour law sets rules for assessing work obstacles caused by weather conditions:
- In the case of unexpected transport disruptions, there is no automatic entitlement to wage compensation.
- If the missed working time is necessary and short-term, the absence may be excused but unpaid.
- An exception applies when the employee cannot work at all for practical reasons (e.g. closure of the employer’s premises). In such cases, the time off may be paid in accordance with applicable regulations.
Proof of the obstacle
Employers are entitled to request proof of the transport situation if they are unsure whether the absence was justified – for example, confirmation of a train delay, a statement from the transport provider, or information about road closures or accidents.
Snow emergencies and traffic disruptions can affect employee attendance, but labour law clearly defines the rules. For employers, it is crucial to establish internal procedures for reporting and documenting absences, communicate clearly with the team, and seek flexible solutions such as home office or flexible working hours. Transparent rules help minimise stress and ensure that both employers and employees act in compliance with the law.
