Talks aimed at averting a 24-hour tube strike broke down on Monday, after unions failed to agree to a two per cent per year pay increase and £2,000 bonus for drivers working on the planned all-night service. The tube strike will start at 18.30 (for RMT, United and TSSA members, & 21:30 for ASLEF members.)
It is expected to cause major disruption to commuters’ journeys home tonight and into work on Thursday, with additional congestion expected on buses and London Overground services. First Great Western staff are also set to go on a 48-hour walkout over plans to cut guards and buffet cars on new Intercity Express trains.
For employers, this may cause problems for staff trying to get to work, meaning they may need to consider alternative ways of working, and think about how any lateness or absences will be treated.
It is important to investigate the employee’s reasons for non-attendance and ensure that all employees are treated consistently, to avoid the risk of discrimination claims.
This may mean staff need to remain at home to care for children. In this situation, employees are entitled to take a reasonable amount of time off (unpaid) for dependants because of unexpected disruption or termination of arrangements to childcare. However, if the employee is able to and does work from home, the right to time off will not come into play and they should still be paid.
Plan and communicate
Let your staff know what plans you are adopting (if any) and expectations of them