--- title: "Inclement Weather Pay and Snow Days: An Employer Guide" description: Learn how to handle inclement weather pay for exempt and nonexempt employees, including closures, remote work and compliance considerations. image: https://blog.axcethr.com/hubfs/do-you-have-to-pay-employees-for-snow-days-_1200-%C3%97-628-px_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - 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- - - [whatsapp://send?text=https://blog.axcethr.com/weather-closures-do-you-have-to-pay-employees-for-snow-days](whatsapp://send?text=https://blog.axcethr.com/weather-closures-do-you-have-to-pay-employees-for-snow-days) - [mailto:?subject=Inclement%20Weather%20Pay%20and%20Snow%20Days:%20An%20Employer%20Guide&body=https://blog.axcethr.com/weather-closures-do-you-have-to-pay-employees-for-snow-days](mailto:?subject=Inclement%20Weather%20Pay%20and%20Snow%20Days:%20An%20Employer%20Guide&body=https://blog.axcethr.com/weather-closures-do-you-have-to-pay-employees-for-snow-days) ![how-to-pay-employees-on-a-snow-day (2) (1)](https://blog.axcethr.com/hs-fs/hubfs/how-to-pay-employees-on-a-snow-day%20(2)%20(1).webp?width=1200&name=how-to-pay-employees-on-a-snow-day%20(2)%20(1).webp) In any season, severe weather can disrupt business operations. But during winter months, inclement weather pay policies are especially critical to maintaining compliance, ensuring employee morale and keeping your business prepared for unexpected closures or reduced hours. Here’s what you need to know about handling pay during extreme winter weather events. ## What Is Inclement Weather Pay? **Inclement weather pay** refers to how employees are compensated when severe weather disrupts normal business operations, including closures, delayed openings or reduced hours due to unsafe conditions. Pay obligations depend on employee classification, whether work is performed and applicable federal and state laws. ## Closed Due to Weather: Paying Your Employees From a culture and compliance standpoint, how you handle inclement weather pay can significantly impact your workforce.  When determining how to handle inclement weather pay, it’s essential to understand the classification of your employees under the Fair Labor Standards Act (FLSA): ### Nonexempt Employees These employees are typically hourly workers who earn less than $684 per week and are eligible for overtime pay. ### Exempt Employees These are salaried employees who are exempt from overtime pay requirements under the FLSA. To qualify, they must perform executive, professional or administrative duties and earn at least $684 per week. Exempt employees are compensated on a salary basis, meaning they typically receive the same pay regardless of the number of hours worked, as long as they perform some work during the week. RELATED: [Exempt vs. Nonexempt - What's the Difference? >>](https://blog.axcethr.com/exempt-v.-non-exempt-whats-the-difference) Once you know how your workforce is classified, here’s how to handle pay during weather-related disruptions: ### **Nonexempt Employees** - #### **No Work, No Pay** Nonexempt employees are not entitled to pay for hours not worked due to closures. - #### **Work Performed** Any hours worked, even remotely, must be compensated. - #### **Boosting Morale** While not required, paying for missed hours can show employee appreciation. ### **Exempt Employees** - #### **Partial Week Pay** Exempt employees must receive their full weekly salary if they perform any work during the week. - #### **Full Week Closure** No pay is required if no work is performed for the entire week. - #### **Remote Work** If your workplace is open for business and weather prevents the exempt employee from coming in, but he or she performs even an hour of [inclement weather remote work](https://blog.axcethr.com/qa-remote-work-and-employee-safety-during-inclement-weather) during the work week, the full week’s salary amount is due.  - #### **Personal Absences When the Business Is Open** If your business remains open, but an exempt employee cannot get to work due to hazardous roads, you may deduct pay for full-day absences, provided the employee performs no work during the entire day. This is categorized as a “personal reason” under FLSA guidelines. However, you may not reduce pay if the absence is due to sickness or disability. [![Payroll that doesn't slow you down](https://no-cache.hubspot.com/cta/default/2652187/interactive-184582719302.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLI2zZg9Pw3n0EN%2F3eHG6VSnuoFPnq2LJTtoJ%2FAajPn%2FeBtlhUgo6n48e8BtX2crToSLzeUYFaaa%2F2nd4C1pQ3uZxf7K5EoWW%2FKOub6FAka6duCDHFsUjUvKlCbxMJ6F%2B%2BlwY32idpB6L70Jq1CMdY8a9HYW5gHZwHw5QMzl3onrT2TZppD2JGvWnpYuuiU6ZNnvrYIJ8202xZS3GVGQ0rKRlwkvMDJQMZRc30O5s5BecSQacMEtaKpgCNkxyOd7%2BynV%2BCPgxR2p58gj28irSqRwdnUzumCUmA8%3D&webInteractiveContentId=184582719302&portalId=2652187) ## How Remote Work Affects Inclement Weather Pay Remote work has added a new layer of complexity to inclement weather pay decisions. Even brief work performed from home — such as checking email, responding to messages or joining a meeting — may trigger pay obligations, particularly for exempt employees. Employers should clearly communicate expectations around remote availability during weather events and remind employees that performing work, even informally, can impact how pay is handled. ## **State-Specific Pay Requirements** While the FLSA governs inclement weather pay in most states, some states have additional requirements. For example, certain states mandate minimum pay when an employee reports to work but is sent home due to weather-related closures. It's essential to understand your state’s specific regulations, as they may differ from federal guidelines and impact how you compensate employees during severe weather events. Employers with remote or multi-state workforces should regularly review state wage and hour rules, as weather-related pay requirements can differ significantly from federal standards. [![how to use modern technology to announce inclement weather closures at your business to employees and customers](https://no-cache.hubspot.com/cta/default/2652187/977b872e-480e-4e01-a7a5-46e017678fb2.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/977b872e-480e-4e01-a7a5-46e017678fb2) ## Using PTO   Employees may appreciate the option of choosing to use vacation time or paid time off if the weather unexpectedly closes your office and they can’t work. Your company may require that unworked hours be deducted from workers’ accrued PTO accounts.  While this is legal, if your office has closed for weather in the past and you have not required employees to use paid time off during the closure, it would be best not to implement that practice without advising your employees first. Your policy for allowing or requiring employees to use PTO or vacation time to be paid for unworked hours during a closure should be clearly stated so employees know what to expect.  RELATED: [Inclement Weather Policy - Can Employers Require Attendance During Inclement Weather? >>](https://blog.axcethr.com/inclement-weather-policy-can-employers-require-attendance-during-severe-storms) ## Common Inclement Weather Pay Mistakes to Avoid Employers often run into compliance issues during severe weather by: - Deducting pay from exempt employees who perform some work - Failing to track remote work time for nonexempt employees - Applying inconsistent pay practices from one storm to the next - Overlooking state-specific reporting or minimum pay laws Clear policies and consistent communication can help prevent confusion and unintended violations. ## **[![Paryoll Compliance](https://no-cache.hubspot.com/cta/default/2652187/interactive-189805791879.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLIfgivrlNBAKgda5kNrPFWYGzV84iNGPDvjhDNX96CyqbtMzsadOfmmjg4zlCDetpopx6f%2B3CggD4qEkou9uWtHAtRjsNbW8%2BgvkcTY9fiOv9hDPPEctVUKaKIdvBb0CgxjZDlEBvQQIOWQt7npdIQXGF%2BEKi%2FYB3rztrDrot8Q%2FmPXYJjLHrJ5Si%2BiN0Du%2BkuBDsYKN38uldKhwJJ5s%2BzeblcsrQQ%2Fi14bdMhr%2Fw0aDF3ZOEBMIVoHd%2Bu%2Fr5WoRyv4mCajXaXMFUrnDxHZMCEOwsITK5wlbD1zZVNDlzvLZLhwZ3mjd0dL%2BDbWCUs%3D&webInteractiveContentId=189805791879&portalId=2652187)** ## Inclement Weather Pay Policies  It’s critical your company includes an inclement-weather pay policy in your employee handbook. The policy should explain:  - How employees will be[notified of a business closing due to weather;](https://blog.axcethr.com/how-to-communicate-weather-related-business-closures-to-employees-and-customers)  - How far in advance, if possible, such notifications will be sent;  - The compensation policy for both exempt and non-exempt workers during a weather event;  - Use of PTO or vacation time;   - Expectations for employees who cannot get to the workplace, even though the office is open (e.g., are these workers expected to check in with their supervisors, work from home, etc.?);   - Remote work considerations if the office is closed because of bad weather; and  - Differences in expectations for “essential” and “non-essential” personnel.  RELATED: [Tornado Warnings - Can You Make Employees Stay at Work and Shelter? >>](https://blog.axcethr.com/tornado-warnings-can-you-make-employees-stay-at-work-and-shelter) ## **Partner with Axcet HR Solutions for Seamless Inclement Weather Pay Policies** Inclement weather is unpredictable — your pay policies shouldn't be. Axcet HR Solutions helps employers develop clear, compliant inclement weather pay policies that protect both their people and their business.  With over three decades of experience serving businesses nationwide and locally in Kansas City, our team of [HR](https://www.axcethr.com/services/human-resources/) and [compliance experts](https://www.axcethr.com/services/human-resources/hr-compliance-services/) is here to ensure you’re prepared for every weather event. Don’t let winter storms catch you off guard—contact us today to develop or update your inclement weather pay policy and keep your team secure and informed. [Schedule a consultation](https://www.axcethr.com/schedule-consultation/) today. [![PEO Payroll Services](https://no-cache.hubspot.com/cta/default/2652187/e1855a1e-6f81-48cb-b4a1-2c8a96b0f7c4.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/e1855a1e-6f81-48cb-b4a1-2c8a96b0f7c4) [![Bill Stephens, CPP](https://blog.axcethr.com/hs-fs/hubfs/Bill_Final-2.jpg?width=80&height=80&name=Bill_Final-2.jpg)](https://blog.axcethr.com/author/bill-stephens) Written by #### [Bill Stephens, CPP](https://blog.axcethr.com/author/bill-stephens) Bill Stephens, CPP is an HRIS Payroll Analyst at Axcet HR Solutions, where he focuses on optimizing payroll systems, improving data accuracy, and enhancing the overall client and employee experience through technology. He works at the intersection of payroll, HR systems, and process improvement—helping ensure that payroll operations run efficiently, accurately, and in compliance with evolving requirements. Bill plays a key role in analyzing, testing, and implementing system functionality within Axcet's payroll and timekeeping platforms, including PrismHR. He partners closely with payroll, IT, and client service teams to evaluate workflows, identify opportunities for automation, and streamline processes across the organization. His work helps reduce manual effort, improve reporting capabilities, and ensure consistency in how payroll systems are configured and used. In addition, Bill supports system upgrades, manages user roles and configurations, and serves as a primary resource for troubleshooting system-related issues. He also develops training and best practices that help both internal teams and clients effectively use payroll and HR technology. His ability to translate complex system functionality into practical, user-friendly solutions makes him a valuable partner across departments. Bill holds the Certified Payroll Professional (CPP) designation, demonstrating his expertise in payroll processes, compliance, and system implementation. Through his writing, Bill shares insights on payroll operations, HR technology, and process improvement—helping businesses better understand and leverage the systems that support their workforce. Read more [View all posts →](https://blog.axcethr.com/author/bill-stephens) ### Get HR Updates ### Table of Contents ### Related Resources - [video Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [services payroll administration](https://www.axcethr.com/services/payroll-and-tax-administration-services/payroll-administration/) #### [Ask the Expert: Employee Slips and Falls on Ice in Work Parking Lot ![Snow covered parking lot at a workplace putting employees at risk of slip and fall injury.](https://blog.axcethr.com/hubfs/employee-slips-and-falls-on-ice-in-parking-lot%20(1).webp)](https://blog.axcethr.com/ask-the-expert-employee-falls-on-ice-in-work-parking-lot-now-what) #### [![inclement weather-remote work policy](https://blog.axcethr.com/hubfs/inclement-weather-remote-work-policy-_1200-x-628-px_%20(1).webp) Inclement Weather-Remote Work Policy: Ensuring Safety & Productivity](https://blog.axcethr.com/qa-remote-work-and-employee-safety-during-inclement-weather) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Bill Stephens, CPP", "url" : "https://blog.axcethr.com/author/bill-stephens" }, "dateModified" : "2026-01-21T21:45:20.585Z", "datePublished" : "2026-01-21T19:00:00.000Z", "headline" : "Inclement Weather Pay and Snow Days: An Employer Guide", "image" : [ "https://blog.axcethr.com/hubfs/do-you-have-to-pay-employees-for-snow-days-_1200-%C3%97-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/weather-closures-do-you-have-to-pay-employees-for-snow-days", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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But during winter months, inclement weather pay policies are especially critical to maintaining compliance, ensuring employee morale and keeping your business prepared for unexpected closures or reduced hours. Here’s what you need to know about handling pay during extreme winter weather events. What Is Inclement Weather Pay? Inclement weather pay refers to how employees are compensated when severe weather disrupts normal business operations, including closures, delayed openings or reduced hours due to unsafe conditions. Pay obligations depend on employee classification, whether work is performed and applicable federal and state laws. Closed Due to Weather: Paying Your Employees From a culture and compliance standpoint, how you handle inclement weather pay can significantly impact your workforce. When determining how to handle inclement weather pay, it’s essential to understand the classification of your employees under the Fair Labor Standards Act (FLSA): Nonexempt Employees These employees are typically hourly workers who earn less than $684 per week and are eligible for overtime pay. Exempt Employees These are salaried employees who are exempt from overtime pay requirements under the FLSA. To qualify, they must perform executive, professional or administrative duties and earn at least $684 per week. Exempt employees are compensated on a salary basis, meaning they typically receive the same pay regardless of the number of hours worked, as long as they perform some work during the week. RELATED: Exempt vs. Nonexempt - What's the Difference? >> Once you know how your workforce is classified, here’s how to handle pay during weather-related disruptions: Nonexempt Employees No Work, No Pay Nonexempt employees are not entitled to pay for hours not worked due to closures. Work Performed Any hours worked, even remotely, must be compensated. Boosting Morale While not required, paying for missed hours can show employee appreciation. Exempt Employees Partial Week Pay Exempt employees must receive their full weekly salary if they perform any work during the week. Full Week Closure No pay is required if no work is performed for the entire week. Remote Work If your workplace is open for business and weather prevents the exempt employee from coming in, but he or she performs even an hour of inclement weather remote work during the work week, the full week’s salary amount is due. Personal Absences When the Business Is Open If your business remains open, but an exempt employee cannot get to work due to hazardous roads, you may deduct pay for full-day absences, provided the employee performs no work during the entire day. This is categorized as a “personal reason” under FLSA guidelines. However, you may not reduce pay if the absence is due to sickness or disability. How Remote Work Affects Inclement Weather Pay Remote work has added a new layer of complexity to inclement weather pay decisions. Even brief work performed from home — such as checking email, responding to messages or joining a meeting — may trigger pay obligations, particularly for exempt employees. Employers should clearly communicate expectations around remote availability during weather events and remind employees that performing work, even informally, can impact how pay is handled. State-Specific Pay Requirements While the FLSA governs inclement weather pay in most states, some states have additional requirements. For example, certain states mandate minimum pay when an employee reports to work but is sent home due to weather-related closures. It's essential to understand your state’s specific regulations, as they may differ from federal guidelines and impact how you compensate employees during severe weather events. Employers with remote or multi-state workforces should regularly review state wage and hour rules, as weather-related pay requirements can differ significantly from federal standards. Using PTO  Employees may appreciate the option of choosing to use vacation time or paid time off if the weather unexpectedly closes your office and they can’t work. Your company may require that unworked hours be deducted from workers’ accrued PTO accounts. While this is legal, if your office has closed for weather in the past and you have not required employees to use paid time off during the closure, it would be best not to implement that practice without advising your employees first. Your policy for allowing or requiring employees to use PTO or vacation time to be paid for unworked hours during a closure should be clearly stated so employees know what to expect. RELATED: Inclement Weather Policy - Can Employers Require Attendance During Inclement Weather? >> Common Inclement Weather Pay Mistakes to Avoid Employers often run into compliance issues during severe weather by: Deducting pay from exempt employees who perform some work Failing to track remote work time for nonexempt employees Applying inconsistent pay practices from one storm to the next Overlooking state-specific reporting or minimum pay laws Clear policies and consistent communication can help prevent confusion and unintended violations. Inclement Weather Pay Policies It’s critical your company includes an inclement-weather pay policy in your employee handbook. The policy should explain: How employees will be notified of a business closing due to weather; How far in advance, if possible, such notifications will be sent; The compensation policy for both exempt and non-exempt workers during a weather event; Use of PTO or vacation time; Expectations for employees who cannot get to the workplace, even though the office is open (e.g., are these workers expected to check in with their supervisors, work from home, etc.?); Remote work considerations if the office is closed because of bad weather; and Differences in expectations for “essential” and “non-essential” personnel. RELATED: Tornado Warnings - Can You Make Employees Stay at Work and Shelter? >> Partner with Axcet HR Solutions for Seamless Inclement Weather Pay Policies Inclement weather is unpredictable — your pay policies shouldn't be. Axcet HR Solutions helps employers develop clear, compliant inclement weather pay policies that protect both their people and their business. With over three decades of experience serving businesses nationwide and locally in Kansas City, our team of HR and compliance experts is here to ensure you’re prepared for every weather event. Don’t let winter storms catch you off guard—contact us today to develop or update your inclement weather pay policy and keep your team secure and informed. Schedule a consultation today.", "author" : { "@id" : "https://blog.axcethr.com/author/bill-stephens#author", "@type" : "Person", "name" : "Bill Stephens, CPP", "url" : "https://blog.axcethr.com/author/bill-stephens" }, "dateCreated" : "2026-01-21", "dateModified" : "2026-01-21", "datePublished" : "2026-01-21", "description" : "In any season, severe weather can disrupt business operations. But during winter months, inclement weather pay policies are especially critical to maintaining compliance, ensuring employee morale and keeping your business prepared for unexpected closures or reduced hours. 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