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As severe weather impacts regions across the U.S., including Kansas City and the Midwest, employers are often faced with critical questions about attendance, safety and compliance. Snow, ice, dangerous wind chills, power outages and flooded roadways can quickly disrupt business operations and make commuting unsafe for employees.
With forecasts calling for extreme winter conditions this week, employers are reminded that inclement weather decisions aren’t just operational — they carry legal, ethical and safety implications that require advance planning.
This post has been updated to reflect current severe weather conditions and evolving employer best practices.
Employers must be prepared to answer key questions, including:
Can employees be required to report to work during severe weather?
What are an employer’s obligations to protect employee safety?
How should pay be handled when weather disrupts normal operations?
While winter storms often trigger these concerns, inclement weather policies should also address other severe conditions common in regions like Kansas City, including tornadoes, hailstorms, flash flooding and extreme heat.
A well-defined inclement weather policy helps employers respond consistently, protect their workforce, and reduce risk — regardless of the forecast.
Now imagine this: a severe thunderstorm warning in Kansas City predicts torrential rain, golf-ball-sized hail and tornado threats. These conditions can be just as disruptive—and dangerous—as a snowstorm burying the city in a foot of snow and sub-zero wind chills. Severe weather doesn’t always come with icy roads, but its impact on safety and business operations can be just as significant.
For employers, this underscores the importance of crafting a comprehensive inclement weather policy that considers all potential risks—not just winter storms. Clear communication and preparation ensure your team knows how to respond, no matter the forecast.
By addressing questions like whether employees should report to work and how to handle pay during closures, your policy can prioritize employee safety while supporting operational needs.
Severe weather events often unfold quickly, leaving little time for last-minute decision-making. Employers who plan ahead — rather than reacting in real time — are better positioned to protect employees while maintaining continuity.
This includes clearly defining when attendance is required, when flexibility applies, and how inclement weather decisions will be communicated.
When snow is piling up and ice is glazing the streets, employers often wonder: Can I legally require my team to come to work? The answer depends on your industry, employee classification and how you balance safety with business needs.
Most employers can require attendance during inclement weather, depending on the nature of the work and safety considerations.
With remote work now more common across many industries, employers should also consider how off-site work factors into attendance decisions. Even when an office remains open, allowing temporary remote work during dangerous conditions may reduce safety risks while keeping operations running.
This does not eliminate attendance expectations, but it does require clarity around availability, communication, and job duties during severe weather.
However, some industries face stricter rules:
OSHA rules for inclement weather emphasize that employers must provide a safe work environment. This includes assessing weather risks and ensuring no employee is forced into dangerous situations. For jobs requiring travel or outdoor work, avoid mandating attendance when conditions pose significant hazards.
RELATED: Remote Work During Inclement Weather >>
Even if legally allowed, requiring attendance during extreme weather can harm morale and erode trust. Employees’ comfort levels with driving or working in inclement weather can vary greatly and different parts of a city or region may experience vastly different conditions.
To strike the right balance, prioritize safety and flexibility in your inclement weather policy. Showing that you value your employees’ well-being fosters trust and helps maintain productivity in the long term.
Employers should remember that attendance decisions during inclement weather are rarely isolated from compliance obligations. OSHA guidance, wage and hour laws, and retaliation protections may all come into play — particularly when employees reasonably believe conditions are unsafe.
Clear policies help ensure decisions are applied consistently and reduce the risk of disputes, confusion, or unintended violations.
When developing your inclement weather policy, one critical aspect to address is the payment of employees during weather-related closures or disruptions.
Was it your decision as the employer to close the workplace due to inclement weather, or did the employee decide to stay home based on the severity of the weather?
Is the worker classified as exempt or non-exempt? Understanding the difference between these classifications is crucial.
To find out what the difference is between exempt and non-exempt, read this blog post >>
Under the FLSA, employers are not required to pay nonexempt employees for unworked hours due to closures. However, compensating them in these situations can build goodwill and boost morale.
Salaried employees must receive their full pay if they perform any work during the week. If they choose not to report to work when the office is open, their absence may be treated as a personal day, allowing employers to deduct PTO or pay for the day.
It’s important to note that even brief work performed remotely — such as responding to emails or taking a call — may trigger full-week pay obligations for exempt employees.
RELATED: Q & A Natural Disasters and FMLA Leave >>
A strong inclement weather policy ensures your team knows what to expect during severe weather events. It should include:
RELATED: How to Communicate Weather-Related Business Closures to Employees and Customers >>
Before the next severe weather event, ask yourself:
Do employees know when attendance is required — and when flexibility applies?
Are pay rules clearly defined for exempt and nonexempt employees?
Is remote work addressed for weather-related disruptions?
Do managers understand how to apply the policy consistently?
Is employee safety prioritized over convenience?
If the answer to any of these is unclear, it may be time to review or update your policy.
Severe weather can expose gaps in even well-intentioned policies. Employers who prepare in advance are better positioned to protect their workforce, maintain trust, and reduce compliance risk when conditions deteriorate.
At Axcet HR Solutions, health and safety guidance — including support for inclement weather planning — is delivered as part of our comprehensive professional employer organization (PEO) services. Our consultants work alongside your team to help develop practical, compliant policies that balance employee safety with business continuity.
If you’re looking for a long-term partner to support your HR, payroll, risk and compliance needs, Axcet can help you prepare for severe weather and the challenges that come with it. Contact Axcet HR Solutions today >>
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