Belgium is often affected by severe weather conditions, which regularly disrupt the way work is organised. For employers and employees alike, each episode of snow, storm or heavy rain can lead to delays, absences or even the need to temporarily suspend operations.
Here's an overview of the impact of bad weather on the workplace, illustrated by concrete examples.
Delays and bad weather
Example: During a snowstorm in February 2021, thousands of workers in the Brussels and Wallonia region arrived late. The main roads were impassable, and trains, one of the most popular means of transport, had accumulated delays of up to two hours. Some employers introduced a system of tolerance for delays that day, allowing employees to make up their hours later in the week, or to use a day of teleworking if their job allowed it.
Consequence: Belgian law does not provide compensation for delays due to bad weather, and the employer is entitled to deduct the salary corresponding to the hours not worked. In practice, however, many companies opt for flexible solutions, such as teleworking or making up lost hours, so as not to penalise employees.
Stuck abroad
Example: In 2022, during violent storms in southern Europe, many Belgians on holiday were unable to return home. Airports in Spain, Italy and Portugal cancelled several flights, preventing holidaymakers from returning as planned. In some companies, employees were able to extend their holidays by a few days, take compensatory leave or telework from their holiday destination, to avoid any interruption to their business.
Consequence: If an employee is unable to return to work on the planned date because of bad weather, the employer is entitled not to pay him or her for the days of absence. However, it may also be decided to extend the leave or authorise an alternative working arrangement, such as teleworking.
Unemployment and bad weather
Temporary unemployment due to bad weather is a measure often used in the construction sector in Belgium, where employees mainly work outdoors and are therefore particularly exposed to the vagaries of the weather.
Example: In January 2023, during an intense cold wave, many construction companies in Flanders registered bad weather unemployment, temporarily suspending the contracts of their workers. In such cases, employees receive compensation from the NEO, enabling them to cover part of their wages during this period of forced inactivity.
Consequence: This measure allows companies to protect the safety of their employees while avoiding the costs associated with the total interruption of their activities. The sectors most affected by this measure are generally construction and public works.
Minimum temperatures at the workplace
In Belgium, legislation imposes minimum temperatures at the workplace, which companies must comply with to guarantee the safety and comfort of workers.
Example: In December 2021, a heating failure in a textile factory near Liège left the workplace at a temperature of less than 12°C, well below the 18°C required for work in a seated position. Following a report by the authorities, the employer was forced to suspend work until the installations could be repaired, and offered its employees temporary unemployment due to bad weather.
Consequence: Employers must guarantee a working environment that complies with the legislation, and if minimum temperatures are not respected, they can be held responsible and forced to temporarily stop work.
Flexible policies: the challenge of dealing with bad weather
Some companies have introduced flexible policies to limit the impact of bad weather on their business.
Example: A large service company based in Brussels adopted an internal policy allowing employees to automatically switch to teleworking in the event of a storm or weather warning. This policy enabled them to reduce delays and absences due to severe weather conditions. In November 2023, during a major storm, this policy was implemented, allowing employees to work from home without disruption to their business.
Consequence: Flexible policies such as teleworking or adapting working hours can make it easier to manage absences and maintain productivity even in the event of weather disruptions.
Conclusion
Bad weather is becoming a major issue for human resources management. Between delays, unforeseen absences, temporary unemployment and managing minimum temperatures, employers have to adapt their practices to maintain a peaceful employment relationship. Flexibility and mutual understanding play a crucial role in anticipating the effects of weather conditions while ensuring the safety and well-being of employees.
Development and Partnerships Manager, Partena Professional
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