Snow Day or Business as Usual? How to Decide When Weather Hits

The recent East Coast snowstorm disrupted millions of people, closing roads, canceling travel, knocking out power, and forcing businesses to make quick decisions about safety and operations. And for many organizations, those decisions didn’t stop once the snow did. Lingering ice, continued power outages, and unsafe travel conditions have kept HR teams navigating challenges days later.

Snow days aren’t just a logistical challenge, they can also be an HR one. How you respond during severe weather sends a clear message about your priorities, your preparedness, and how much you value employee safety and well-being.

So how do you decide whether it’s a snow day or business as usual?

Start With Safety (Always)

This may sound obvious, but it’s worth stating: employee safety should be the first consideration. If local authorities are discouraging travel, roads are dangerous, or public transportation is limited, that’s your cue to pause and reassess.

Employees shouldn’t feel pressured to choose between a paycheck and their personal safety. Even if your office can technically stay open, the better question is whether it should. Even after a storm passes, lingering snow and ice can make commutes just as dangerous as the initial snowfall.

Consider Who Can Realistically Work

One of the biggest challenges during weather events is consistency. Some employees can work remotely with ease, while others are tied to on-site roles. In fact, research shows that during major weather events, millions of employees may end up working reduced hours or not working at all due to bad weather. Between 1994 and 2016, major snowstorms caused over 4 million full-time workers to drop to less than full work hours during peak storm periods, and individual storms have led to over 1 million workers being absent for entire weeks due to weather-related impacts. (U.S. Bureau of Labor Statistics)  

Before making a call, HR should ask:

• Can essential systems be accessed remotely?

• Are managers equipped to support remote work on short notice?

• Will requiring certain teams to report in create equity or morale concerns?

There’s rarely a perfect solution, but acknowledging these differences and planning for them ahead of time makes decisions easier.

Know Your Pay Obligations

Snow days often raise immediate questions around pay:

• Are non-exempt employees paid if the office closes?

• What about exempt employees who work part of the day?

• Can PTO be required or encouraged?

Having clarity here is critical. Uncertainty around pay can create stress and confusion during an already disruptive event. A clearly documented inclement weather policy helps both HR teams and employees know what to expect.

Communicate Early, and Clearly

During the recent storm, many employees may have woken up early refreshing their phones, waiting for direction. The earlier you can communicate your decision, the better.

Effective snow-day communication answers three things:

1. Are we open, delayed, or closed?

2. Who is expected to work remotely?

3. How will time and pay be handled?

Clear, empathetic messaging goes a long way in building trust.

Don’t Wait Until the Snow Falls: Plan Ahead

If you don’t already have one, consider developing and sharing a Business Closure & Emergencies or Inclement Weather and Outages policy within your employee handbook.

This policy should outline expectations around closures, remote work, pay, and attendance, including what employees should do if power outages prevent communication. For example, guidance may state that employees should remain home during extended outages until the company confirms it’s safe to return.

In addition, having an Emergency Action Plan in place helps employees know what to do during natural disasters, severe weather, or prolonged outages, reducing confusion when decisions must be made quickly.

Show Flexibility When It Matters Most

Severe weather calls for flexibility. Attendance and scheduling policies should allow room for employees who are unable to travel safely or are dealing with power outages, childcare disruptions, or home damage.

In some cases, job-protected leave may apply, for example:

• Leave related to a serious health condition caused or worsened by a natural disaster may qualify under the Family and Medical Leave Act (FMLA) for covered employers.

• Employees called to military or National Guard service may be entitled to job-protected leave.

• Employees with disabilities may require accommodations to perform essential job functions during or after a storm.

• Additional state or local leave protections may apply, particularly during declared emergencies.

Pay close attention to state and local guidance, as executive orders or emergency declarations can temporarily change employer obligations.

Small Support Can Make a Big Difference

For prolonged snow, or other storm or natural disaster, events, especially when employees lose power, easing financial or logistical burdens can have a meaningful impact on morale.

Some employers consider offering support such as:

• Covering or reimbursing essential supplies like water, blankets, or heaters

• Reminding employees about employee assistance programs, wellness resources, and mental health benefits

• Offering flexibility with PTO or paid leave during extended disruptions

In extreme situations where evacuation is required, some organizations have considered providing assistance with hotel or travel costs for employees affected by officially declared emergencies.

Use the Storm as a Learning Opportunity

After the snow melts, take time to review what worked, and what didn’t. 

Ask yourself:

• Were managers aligned in expectations?

• Did employees receive timely updates?

• Were payroll and scheduling handled smoothly?

Policies Matter, But So Does Preparation

Snowstorms may be unpredictable, but your response doesn’t have to be. The recent East Coast storm, and the lingering snow and ice that followed, are reminders that preparation, flexibility, and clear communication are essential.

By establishing strong emergency policies, understanding your pay and leave obligations, and leading with empathy during severe weather, HR teams can turn disruptive moments into opportunities to build trust.

When employees know their safety comes first and expectations are clear, businesses are better positioned to weather whatever the forecast brings next.