Making HR your partner during extreme weather events
Extreme weather events – whether a hurricane, flood, earthquake, wildfire, tornado or heatwave – are happening with increased frequency and in more places than ever before. These crises not only threaten business continuity but also can put you and your employees in danger. As a business leader, you care deeply about the safety and well-being of your employees, and you are also dealing with supplier and customer disruption, regulatory requirements, insurance and contracts. To ensure your people are well taken care of while you navigate your company through challenges, it is important to partner closely with your HR team before, during and after a crisis event.
HR professionals are uniquely positioned to support both employees and the organization during extreme weather events. Their role extends beyond payroll, compliance, and benefits management to include strategic responsibilities such as crisis planning, communication, and employee support.
Partnering with HR during extreme weather events helps ensure employees feel safe, valued, and informed. Here are our top recommendations for working with Human Resources before, during, and after extreme weather events
Emergency Preparedness
Asheville, North Carolina was once considered a “climate haven” where people could escape extreme weather. Hurricane Helene’s damage to the area has proven that extreme weather can happen anywhere.
HR professionals can help businesses develop robust emergency preparedness plans that take employee needs into account. Guidelines and policies need to be developed that are appropriate for your specific location, size and risk factors. They should include office closures, remote work arrangements, and compensation for employees unable to work due to hazardous conditions. For example, you might want a specific PTO policy for natural disasters, and decide to pay for employees to work at a coworking space when their home is not safe or practical. By planning ahead, your company can maintain operations while prioritizing safety.
HR Collaboration
Making urgent and important people-related decisions under pressure is hard, and doing it alone is risky. When extreme weather disrupts business operations, flexibility becomes key.
HR can help you to quickly implement temporary policies, such as flexible scheduling, emergency leave, or remote work solutions, allowing employees to prioritize their personal safety and family obligations. Having an experienced person with a strong “people” lens on your key team can provide you with perspectives you may not have otherwise considered.
Communication Strategies
During a crisis, clear and consistent communication is vital. Partner with Human Resources to ensure that your employees and their families have all the information they need.
Employees should be updated through multiple channels about which procedures are in effect, their time off and benefits available, and what physical and mental health resources they can access. In addition to logistical information, part of HRs role is to let employees know that their safety and well-being are a priority so that they can feel supported during a stressful time.
Community Engagement
Ensure that your team is ready to respond to and coordinate with local agencies, volunteers, employees, their families, and your local community on rescue, recovery, and aid efforts. HR can help coordinate with external organizations to ensure that the company’s response plan is aligned with broader community efforts.
Safety and Compliance Management
Natural disasters come with a host of legal considerations. This includes Occupational Health and Safety, the Fair Labor Standards Act, the Family and Medical Leave Act, emergency orders, and related state and local laws that can be both technical and time consuming. By partnering with HR, businesses can avoid potential legal issues and demonstrate a commitment to being a responsible employer.
Disaster Recovery and Reintegration
The role of HR extends beyond the immediate crisis response. Once the crisis has passed, HR can facilitate the return to normalcy by coordinating post-crisis debriefs, assessing the effectiveness of the response, and providing support to employees who may still be dealing with the aftermath.
For example, if an office location was damaged during a flood, HR can help coordinate relocation efforts, assess any long-term impacts on staffing, and provide accommodation to employees who are affected. By maintaining this level of support, HR helps restore stability and a sense of security within the workforce.
Through hard work and proper planning, companies can create a culture of preparedness and resilience, ensuring that employees feel safe and supported no matter what challenges arise. In times of crisis, this is not just a good business practice—it’s a fundamental component of being a responsible and caring employer.
Our HR Consultants understand business and are well versed in the many people-related issues businesses face. Our fractional Head of HR model includes full-time consultant access for urgent issues. Contact us today if you need some assistance or have questions.
Our hearts go out to communities and people impacted by recent hurricanes, which include friends, family, and clients. We’re here for you.