HR Expert: Blackouts - Worst-case scenario planning: What if the power is cut?
A client has approached us, concerned about the possibility of planned power cuts by the National Grid over winter. As a small bakery, they are reliant on power for nearly all of their processes, so they are concerned about what will happen if these power cuts actually happen. Will they have to pay their staff who cannot work during them?

Worst case scenario

Your client is correct, the National Grid have warned that there is a possibility of pre-planned power cuts across the UK this winter, in order to manage diminished fuel supplies due to a number of factors (including the war in Ukraine).

The National Grid have revealed plans for three-hour power cuts across different regions of the UK, at different times, using a system they have called “rota disconnection”. We cannot be sure whether or not this will happen, and it certainly seems a most unlikely scenario; there have been reassurances that avoidance measures are being put in place, and the National Grid have said that this is “unlikely”.

When work cannot continue

From what you have said, it will be impossible for your client to continue operations during a power cut. Usually, we would recommend finding the employees other work to do, perhaps stock taking, cleaning, or getting ahead of work that does not require electricity. However, where this cannot be done, and there is not another location (with the power on, of course) the employees can be moved to, then there is little point in them being on site. It may also not be safe for them to be, if alarms are not working and lighting and ventilation is not adequate.

Should this happen, your client could consider agreeing annual leave with their staff or placing them on paid leave. Alternatively, they could rely on existing contractual provisions, such as a lay-off or short time working clause that allows a reduction in pay when work cannot be provided. If a clause of this nature is not already in the contract, it will need to be added with employee’s agreement before placing them on such leave.

Catching up on lost work

Alternatively, it may be possible, with agreement, to vary employees working hours so that the working day falls before or after a planned power cut, or employees may be offered overtime to catch up on work outside of their usual working hours. This could include arranging for an employee to visit the site once the blackout has ended to check everything is back on, such as fridges, freezers and alarms.

Other consequences of a power cut

Your client may also see a spike in requests for emergency dependents leave, if their employee’s childcare providers are forced to close, and there is insufficient time for alternative arrangements to be made. Should this arise, this type of leave is unpaid, unless your client’s usual practice is otherwise.

 


 

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