HR Independents Guidance on Supporting Employers During UK Riots

 

Introduction

In light of the recent unrest across the UK, it is essential for employers to proactively support their employees and maintain a unified workplace. This guidance provides practical steps and considerations for employers to ensure the safety, well-being, and inclusivity of all employees during these challenging times. Independent HR and People professionals play a crucial role in supporting their clients through these measures.

Some workplaces such as hotels, accommodations for asylum seekers and other hospitality facilities may be more impacted by others. Some employees may also be targeted because of their race, religion and beliefs. Employers have a duty of care to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must therefore take the necessary steps to ensure that their workplace is safe for all their employees. Employers also have a duty under the Equality Act 2010 to ensure that their workplace is free from discrimination and harassment.

 

1. Ensuring Employee Safety

a. Workplace Safety:
– Conduct a risk assessment to identify potential threats to employees and the workplace.
– Consider temporary closures or altered work hours to avoid peak protest times.
– Implement strict security measures, such as controlled access and emergency evacuation plans.

b. Safe Commute:
– Offer flexible working hours or remote working options to avoid travel during unrest.
– Provide safe transportation alternatives, such as arranging travel buddies, covering taxi fares, or offering parking spaces.

c. Communication:
– Keep employees informed about the current situation and safety measures via regular updates.
– Establish a point of contact for employees to report concerns or seek assistance.

 

2. Supporting Vulnerable Employees

a. Individual Risk Assessment:
– Identify employees who may be at higher risk due to ethnicity, beliefs, or commuting routes.
– Work with at-risk employees to develop personalised safety plans, which may include remote working or adjusted duties.

b. Mental Health Support:
– Promote the use of Employee Assistance Programs (EAPs) and mental health resources.
– Train managers and Mental Health First Aiders to recognise and support employees experiencing trauma or stress.

 

3. Addressing Employee Involvement in Riots

a. Investigating Allegations:
– It is important to follow the company’s investigation procedures and conduct thorough and credible investigations before taking any action.
– Maintain confidentiality and limit the spread of information to those who need to know.

b. Legal and Disciplinary Actions:
– Consult with legal advisors to understand the implications and ensure compliance with employment and criminal law.
– Follow company policies for disciplinary actions, ensuring fair and thorough process.
– Consider suspension with full pay if the employee’s presence poses a risk to the workplace.

 

4. Promoting a Unified and Inclusive Workplace

a. Reinforcing Values:
– To reiterate the commitment of the company to inclusivity, safety, and respect.
– Use this opportunity to reinforce company values through internal communications and actions.

b. Addressing Workplace Conflict:
– Foster open dialogue and encourage employees to voice concerns in a safe environment.
– Address any incidents of racism, discrimination, or harassment promptly and effectively.

c. Supporting Affected Employees:
– Provide support to employees returning to work after being involved in or affected by the riots.
– Offer counselling services and phased return plans to help employees reintegrate smoothly.

 

5. Business Continuity Planning

a. Contingency Plans:
– Develop a business continuity plan that includes scenarios for remote working, temporary closures, and alternative work arrangements.
– Ensure all employees are aware of the contingency plans and their roles during such events.

b. Monitoring and Adapting:
– Regularly monitor the situation through reliable sources and adjust plans as necessary.
– Maintain flexibility to adapt to changing circumstances to ensure the ongoing safety and support of employees.

 

6. The Role of Independent HR and People Professionals

a. Expertise and Guidance:
– Independent HR and People professionals can provide expert advice on legal and regulatory compliance during crises.
– They can help develop and implement comprehensive safety and support plans tailored to the specific needs of their clients.

b. Mediation and Conflict Resolution:
– Act as mediators to resolve workplace conflicts arising from the riots, ensuring a harmonious work environment.
– Provide conflict resolution training to managers and employees to handle disputes effectively.

c. Customised Support:
– Offer personalised support to vulnerable employees, helping them navigate safety concerns and mental health issues.
– Assist in creating individualized safety plans and alternative work arrangements.

d. Communication Strategies:
– Develop and implement effective communication strategies to keep employees informed and engaged.
– Facilitate open forums or town hall meetings to address employee concerns and provide updates.

e. Training and Development:
– Provide training and guidance on crisis management, mental health first aid, and inclusive workplace practices.
– Equip managers and employees with the skills needed to support each other during turbulent times.

f. Business Continuity and Contingency Planning:
– Help businesses develop and refine their business continuity and contingency plans.
– Ensure plans are robust and flexible to accommodate changing circumstances.

 

Conclusion

Employers have a critical role in supporting their employees during times of unrest. By prioritising safety, providing mental health support, handling allegations sensitively, and promoting an inclusive culture, businesses can navigate these challenges effectively and maintain a resilient and united workforce. Independent HR professionals can support employers by providing the expertise, guidance, and personalised support needed to achieve these goals.

 

Author: Mary Asante