The fatal stabbing of 3 children in Southport on 29th July has led to the worst unrest we have seen in the UK in over a decade. Anti-immigrant and far right unrest has erupted across the country in many cities and towns, due in no small part to misinformation about the perpetrator of the attack.
While this is clearly a significant public order issue, it is vital that employers protect their people from harm.
Employees may feel it’s no longer safe to go into and/or get to work, some may feel particularly vulnerable due to being perceived to belong to a particular group. It’s also possible employees will be upset or distracted even when not in areas where the unrest is occurring. Clearly, it’s a prevalent topic that can be divisive.
To help employers deal with this complex and highly sensitive issue, we have developed the following practical guidance.
Gather factual information from reputable sources
It’s important to access information from the most reputable sources you can, to understand current events or for verification. Stay calm and focus on gathering verifiable information from legal authorities, the police etc.
Assess Risk
There are some areas more greatly affected than others from the physical damage and threats however some employers may face the immediate threat of disagreements within the workplace over political views. Assess and mitigate the risk, ensuring that contingencies are in place and communicated.
Clear communication and training
It’s important to ensure that clear communication comes from the employer, this does not necessarily mean issuing statements showing support for one group or another but it should most certainly involve plans to protect the safety of all employees, offer of support to all and a provision of information about the Equality Act 2010 and the company’s stance on discrimination, racism and harassment.
Work from home and limiting access to affected areas
Certainly, if the workplace is based in an area experiencing unrest, employers should consider adjustments such as working from home, flexible hours to avoid any planned protests, temporary closure of premises or funding public transport so that people can keep personal vehicles at home.
Understanding your own policies, procedures and obligations
Employers have a statutory obligation to provide a safe workspace, so if employees are in potential danger, it is imperative that employers act in their best interests. Of course, there are rules around discrimination and your own policies of what you will accept within the workplace.
If someone is found to be racist or abusive
It is essential to act decisively and quickly based on verifiable information and in line with policies and the law. Depending on the severity this could lead to disciplinary action up to and including dismissal, with suspension a consideration. As mentioned earlier it is important to reaffirm the company’s view on racism, discrimination and harassment.
If someone is involved in the riots
If an employee has been involved in violent or illegal activities, similarly to the above, employers must act quickly on verifiable information. If in any doubt, seek professional HR or legal advice but suspension may be an option with disciplinary action. Dependent on the activity this may lead to dismissal for gross misconduct.
Inclusivity and Support
Having a supportive and inclusive culture is vital for the success of a business and never more so than in a situation like this, where external forces will be impacting the company. Support can be offered in terms of making adjustments to work and providing support numbers e.g. EAP’s.
Treating people fairly, with compassion and empathy is paramount and is the perfect time for an employer to put their stake in the ground so to speak.
If you need any support during this period of unrest, please do not hesitate to contact us.