With the UK experiencing regular periods of snow, ice, and travel disruption each winter, extreme weather is still a very real operational challenge for employers.

Even a small amount of snowfall can cause transport chaos, particularly in areas where infrastructure is not built for it. For business owners and managers, the key question is often:

What are your rights as an employer if employees cannot get to work?

Below is a practical guide to the most common snow day scenarios, based on UK employment guidance.

Can I make staff take the day as unpaid leave?

In most cases, no, you cannot simply force an employee to take unpaid leave because they cannot travel in.

If the workplace remains open, and the employee is unable to attend due to travel disruption, pay depends on the wording of the employment contract and your company policy.

However, employers should approach this carefully, as withholding pay without clear contractual backing can create employee relations issues.

Best practice is to have an extreme weather policy clearly written in advance.

The workplace is closed, do I still have to pay employees?

If you decide to close the workplace, employees are usually entitled to full pay, because the absence is not their choice.

That said, you may still require employees to work remotely, where possible, or from an alternative site, if this is reasonable and agreed within their role.

In 2026, with hybrid working common, many businesses treat snow days as default work from home days where duties allow..

Can I require employees to use annual leave?

Yes, in some situations. Employers can require employees to take holiday, but they must provide the correct notice. As a general rule, employers need to give notice that is at least:

twice the length of the holiday being requested

So, to require one day of annual leave, you would normally need to give two days’ notice.

This may not be practical during sudden weather disruption, which is why holiday should rarely be the first option.

What if employees say it isn’t safe to travel?

Employers cannot require an employee to undertake travel that is genuinely unsafe. Health and safety obligations apply, and it is important to act reasonably.

However, if the business remains open and travel is technically possible, employers may consider alternative arrangements such as:

• adjusted start times
• working from home
• making up hours later in the week

The key is to remain consistent and fair across the team.

Can staff work from home instead?

If the employee’s role allows remote work, and your business already supports hybrid working, then this is often the simplest and most productive outcome.

Many employers now treat snow disruption as a temporary remote working day rather than absence.

Ensure expectations are clear:

• working hours
• availability
• key tasks
• communication

What if staff have childcare issues due to school closures?

If a child’s school closes unexpectedly, employees may be entitled to take time off for dependants in an emergency.

This leave is usually unpaid, unless your contract or policy provides otherwise.

Employers should be mindful that this is intended to cover short notice emergency situations, not extended childcare arrangements.

Can employees claim extra travel expenses?

In most cases, no.

Employees cannot usually claim additional travel costs, such as taxis or overnight stays, unless their employment contract includes provision for this.

However, some employers choose to offer support as a goodwill gesture, particularly where attendance is critical.

Practical snow day advice for employers

To manage snow disruption effectively, employers should:

• Have a clear extreme weather policy in place
• Communicate early and consistently with staff
• Confirm whether the workplace is open or closed
• Be flexible where remote work is possible
• Avoid knee jerk decisions around unpaid leave
• Apply rules fairly across all employees
• Encourage safety first rather than risky travel

Snow days are less about legal technicalities and more about reasonable, consistent decision making.

Handled well, they can build trust.

Handled poorly, they can damage morale quickly.