Keeping staff safe amid UK riots

The current violent climate in the UK is unsettling for most of us and the scenes being witnessed are from the very society that organisations recruit from, service and sell to.

Are there steps that can be taken by employers in response to this hatred?

The most obvious one is identifying work colleagues who have been seen on our screens displaying violent, racist behaviour. As an employer, the actions of an employee outside of work are of concern, and people should be held to account. The employer has a duty to inform the police if they have identified one of their employees breaking the law, whether committing assault, arson, looting, vandalism or spouting racist slurs. If this is in the nature of the person carrying out these offences, then the question of their suitability for the role they have been employed in becomes paramount.

Can I discipline an employee for actions outside of work?

If there are grounds to suspect one of your employees has been involved with violent protest, then it is likely they have breached your organisation’s values, which typically include respect and inclusion. It is also most probable that organisational policies and the code of conduct have being violated.

Employers must follow disciplinary process and issue an appropriate sanction if there is a case to answer, which may include dismissal. In this instance, reviewing a person’s online digital presence may highlight other instances of unacceptable behaviour, which could potentially bring your organisation into disrepute. This action would send a strong message that equality, diversity and inclusion always matters.  Failing to take any action would also send a negative message that it is acceptable to behave like this. 

Employers also need to consider how to deal with conflict between workers who have differing views.   Having a code of conduct which sets out the standards expected at work makes sure employees know what’s expected and what the consequences are if they deviate from these.

How can I support my staff?

Employers have a duty of care towards any staff who will be feeling apprehensive, especially those who are in the affected and targeted areas.

Employers need to reach out to staff and reassure them that the organisation is not oblivious to what they may be feeling. There may be a need to remind staff how they can raise concerns or flag acts of discrimination through existing channels, whether that is through their line manager, HR, or anonymously.

Where resources allow, ethnic minority employees, who may be feeling particularly vulnerable, can be directed to additional support such as an employee assistance programme to access counselling. 

Another option to consider could involve allowing staff to work from home if there is a risk to them coming into work. 

How can I safeguard the workplace?

In cases where workplaces have been affected, or risk is anticipated, employers need to take all reasonable steps to remove that risk. If working from home is not an option, then deploy additional security measures to safeguard staff and the premises and have emergency drills in place. 

Review your security and ensure that staff know where to evacuate if at risk in the workplace and how to raise the alarm.  

Can I close my business premises?

If you need to close your workplace, then check your contractual position.  Where feasible, allow staff to work from home, or to take paid or unpaid leave or consider laying staff off for a temporary period. 

Staff may also request temporary adjustments, such as coming in to work late or leaving early to avoid being impacted by riots. 

If you’re an employer and either you or your staff have been affected by any of the issues raised in this article, please contact Spectra for support and advice.