The recent riots across the UK have presented new challenges for employers, especially concerning employee safety and potential involvement in acts of violence and discrimination.
Rachel Suff, Employee Relations Adviser at the Chartered Institute of Personnel and Development (CIPD), has provided crucial advice for businesses navigating these difficult circumstances.
Supporting Employee Safety
The unrest, much of it racially motivated, has left many employees feeling vulnerable or unsafe, particularly in affected areas. Employers are urged to prioritise the safety and well-being of their staff. Suff advises that businesses should consider allowing employees to work from home if they express concerns about their safety when commuting. This measure is part of an employer’s duty of care to protect their workforce.
Suff highlights the ongoing issue of workplace conflict, emphasising the importance of understanding how external events impact employees and their communities. “There is no place for racism in our societies and workplaces,” Suff states, reinforcing that all employees should feel safe and included at work.
Addressing Employee Involvement in Riots
In some cases, employees may have been directly involved in the riots, either through participation or by making inflammatory or discriminatory comments on social media. Employers must approach these situations with care, ensuring that any actions taken are based on comprehensive and accurate information.
Suff advises employers to consider several factors when deciding on a course of action, including the nature of the employee’s behaviour, their role within the organisation, and the potential impact on the company’s reputation. Public-facing employees, in particular, may warrant closer scrutiny due to the visibility of their roles.
The Role of Social Media Policies
The importance of a clear social media policy cannot be overstated. Suff recommends that all organisations have a policy in place that clearly outlines acceptable conduct and the consequences of actions that could damage the company’s reputation. This policy should provide specific examples of behaviour that could lead to disciplinary action.
If an employee’s conduct falls below the organisation’s expected standards, it may be necessary to initiate an investigation under the company’s disciplinary procedures. In instances where an employee has been arrested, employers are reminded not to assume guilt prematurely. Suff advises that an initial investigation is typically warranted before considering suspension, depending on the nature of the allegations and their potential impact on the organisation.
Employers are encouraged to handle each situation on a case-by-case basis, taking into account the specific circumstances and maintaining a balanced approach. It is also essential to remember the organisation’s duty of care to all employees throughout this process. The CIPD’s guidance serves as a reminder for businesses to act with caution, fairness, and sensitivity during these challenging times.
