CIPD has published guidance for employers on supporting their employees during times of unrest. Acknowledging the upsetting scenes that have been in the news in recent weeks, in particular the rioting that has taken place across England, CIPD discusses the challenges facing employees and how employers can best support them.
The racial and religious motivation behind the unrest has led many to feel vulnerable and unsafe, particularly in areas where the disorder has been most prevalent. To help address these fears, CIPD recommends that employers should consider allowing employees to work from home to alleviate concerns about getting to and from work safely.
In addition, employers should be vigilant to ensure the unrest is not making its way into the workplace. Discrimination has no place in the workplace and this message should be reinforced, ensuring as far as possible that everyone feels safe and included among their colleagues.
The guidance also touches on how employers may deal with employee involvement in the unrest. That involvement could be through social media posts, discriminatory comments being made in the workplace or even involvement in the riots. In such instances, the guidance warns employers not to make knee-jerk responses, ensuring they have all the requisite and relevant information before acting. It is advised that every employer has a clear social media policy which sets out the conduct that is acceptable, as well as providing examples of conduct which is not, and the possible consequences employees could face for engaging in unacceptable behaviour. Where employees’ behaviour is considered to be in contravention of policies, employers should conduct any investigations in line with their usual disciplinary procedures. Whilst not expressly referenced in the guidance, where the conduct takes place outside work, employers will need to carefully consider what, if any, impact it has on employees’ ability to continue in their role, as well as the potential reputational impact on the employer.
