Overview
When inclement weather forces an office closure, employers are not automatically required to allow employees to work from home. Employers can choose to permit telework, require employees to use paid time off, or treat the time as unpaid, depending on company policy and applicable wage-and-hour rules. This guidance summarizes common practices and points employers and employees should consider.
Key takeaways
- Employers are generally not required to allow telework during weather-related closures but may permit it by policy.
- Nonexempt (hourly) employees are typically paid only for hours actually worked unless paid time off is used.
- Exempt (salaried) employees who are ready and able to work but prevented from working because the employer closed the workplace are generally paid for the full week under standard salary rules.
How it works
Whether employees work from home during bad weather depends primarily on employer policies and any applicable collective bargaining agreements or local laws. Employers may set telework procedures, safety expectations, and notice requirements for both closures and remote work.
For nonexempt employees, pay is based on hours worked; employers may allow the use of accrued paid time off to cover missed hours. For exempt employees, federal wage-and-hour principles generally require paying the full weekly salary if the employee is available to work but the employer shuts down operations.
What it may cover (and what it may not)
Company telework policies often address eligibility, equipment, data security, and procedures for reporting work time. Policies can also explain whether missed time can be made up and how PTO will apply.
Standard employer policies do not create a legal obligation to allow telework in every weather event. They also do not override statutory wage-and-hour protections that apply to exempt and nonexempt classifications.
Common mistakes to avoid
- Improperly deducting pay from exempt employees for employer-initiated closures, which can jeopardize exempt status.
- Applying telework rules inconsistently across employees without documented policy or reasonable justification.
- Failing to communicate closure, telework options, and PTO procedures in advance, which increases confusion and compliance risk.
Questions to ask an agent
Closures and the decision to let employees telework can also intersect with business insurance concerns. If your operations include a physical storefront or hospitality locations, review relevant coverage options such as Hotel Courtesy Insurance to understand property and liability exposures.
If your business has unique closure or property risks, consider examining specialized products like Crowns and Closures Insurance to determine whether your policy suite addresses closures or related costs.
When discussing coverage and options with your insurance representative, be prepared to talk to an agent about how closures, remote work, and interrupted operations could affect claims and continuity planning.
Next steps
Review or create a clear inclement-weather policy that covers telework eligibility, notification procedures, PTO use, equipment and data security, and documentation. Ensure managers apply the policy consistently and keep records of communications about closures and remote work.
For questions about wage-and-hour obligations, consult human resources counsel or a labor law advisor to confirm compliance. For questions about insurance implications, contact your broker or carrier and provide details about your locations and operations.
Frequently Asked Questions
Are employers required to let employees work from home when the office closes for weather?
No; employers are generally not required to permit telework during weather closures but may allow it by policy or agreement.
Will hourly employees still be paid if the office closes for bad weather?
Nonexempt employees are typically paid only for hours actually worked unless the employer allows use of paid leave or other pay arrangements.
Do salaried employees lose pay if the employer closes the workplace for a day or more?
If an exempt employee is ready and able to work but the employer makes work unavailable by closing, the employee is generally entitled to their full weekly salary under typical salary-basis rules.
What should a telework policy include for weather-related closures?
A policy should state eligibility, notification procedures, expectations for hours and productivity tracking, equipment responsibilities, and how PTO is handled.