Your HR Questions Answered

We aim to give our readers and followers the best advice when it comes to managing people effectively. Every month you can read a digest of some HR questions that might be relevant for you.

Q: Do I have to pay employees who didn’t come to work or even make an effort to work from home during the hurricane weather conditions, and what about the following day too if they say they can’t travel?

A: We are very fortunate here in Ireland that extreme weather conditions are an exception, however Monday 16th October 2017 will be remembered for the devastation and destruction caused by Hurricane Ophelia and sadly the tragic loss of life. As an employer, you do have a duty of care to your staff to ensure they can attend for work safely. These current weather conditions are outside anyone’s control so it is very much up to each employer to decide how to deal with this issue, just like the snow storm we had in December 2010.

Best practice suggests you offer employees the opportunity to work from home, which doesn’t require them to make any journey out in these conditions for work reasons. The Taoiseach reaffirmed in a media briefing that all public service employees would be paid for Monday 16th as their services were closed across the country, and clarified that private sector companies could decide for themselves but referenced the provision for force majeure leave in such circumstances. Our advice is to prioritise the safety and wellbeing of your staff as a priority, and I’m sure the backlog of work will be worked through by your valued employees over the coming days.

Q: I need to ask an employee to change the work she does, as part of the business is diminishing and we need her to work more on reception as our reception has become much busier.  She currently is an Administrator and does a small amount of reception work. We will now need her to do more work on reception, and we know she will not want to do this. Can she request redundancy?

A: If this is a clear business need, you have no option but to change her job content. If the job is not changing significantly (i.e. less than 50%), then you should explain the rationale and help her understand that this is a minor change in her role, and you hope that she will be happy to understand this in line with the business needs.

If the position is changing radically (i.e. over 50%) you should inform her that her current position is no longer viable, and you are now offering her an alternative position as receptionist with some administration work. If she is not prepared to take this new position, then you should state that she will be able to take redundancy.

If you need advice on HR issues, drop us an email at or contact the office for any additional information 01-5252914.