“We are appalled by the rioting scenes across the UK. We recognise that some employers will have challenges with employees feeling unsafe but could also have staff involved in these acts of violence and discrimination.”

Supporting staff

“Much of the unrest has been racially motivated and people may well feel vulnerable or unsafe, especially if they are in an area where there has been disorder. If employees are concerned about getting to and from work safely, their employer should consider allowing them to work from home as part of its duty of care.

“Workplace conflict continues to be a key challenge facing employers and HR teams and understanding the impact of actions on colleagues, as well as communities, is important. There is no place for racism in our societies and workplaces and everyone deserves to feel safe and included at work.”

Employees direct involvement

Employee involvement could include social media posts inciting violence, employees making discriminatory comments online or in the workplace or possible footage of them being involved in the riots. Suff continues:

“When considering action employers should take care to ensure they have all requisite and relevant information before acting, ensuring that they don’t mistake being decisive with a knee-jerk response. They need to consider the nature of the employee’s behaviour, the employee’s role, for example if they are in a public facing role, and the impact their behaviour may have on the organisation’s reputation.

“Every organisation should have a clear social media policy in place that clarifies what conduct is acceptable and what is not, providing examples about what could bring the organisation into disrepute and the consequences for doing so, including potential disciplinary action.

“If the employee’s behaviour falls below the expected standards, the organisation may wish to conduct an investigation via its disciplinary procedures.  If an employee is arrested, it’s important not to assume guilt unless they are charged. Some initial investigation will normally be appropriate before suspension is considered, depending on the nature of the allegations and the impact they could have on the organisation. Employers should consider their course of action on a case-by-case basis and also recognise their duty of care to all employees during this process.”

Further CIPD guidance is available here: Supporting your workforce through a crisis event | CIPD