HR Magazine – TfL strikes: How employers can support workers during travel disruption

Disruption on the London Underground began yesterday (8 September). Further severe delays are expected throughout the week.

The strikes come after “management refused to engage with union demands on pay, fatigue management, extreme shift patterns and a reduction in the working week, as well as failing to honour previous agreements made with staff”, according to the RMT. 

TfL says a 32-hour week is “neither practical nor affordable”. It has offered drivers a 3.4% pay rise.

During periods of travel disruption, employers should focus on maintaining productivity by implementing or supporting flexible working, rather than adding extra pressure, said Lucinda Reader, founder of consultancy Ravello HR. 

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Reader told HR magazine: “Allowing employees to work from home where possible, or adjusting start and finish times for those who need to travel, helps employees remain productive while avoiding unnecessary stress.” 

HR’s role is to ensure that the organisation’s approach to minimising disruption is applied consistently across teams, so that expectations are the same for everyone, Reader added.
        
Speaking to HR magazine, Amrit Sandhar, CEO of employee and culture firm &Evolve, added: “I would urge people to be kind. The stress that many employees will feel, to find whatever way possible they can to get into the office, will be huge.”

Sandhar explained: “Despite whatever we read about global employee engagement levels, the majority of people care about their work. They don’t want to be late, delayed or disrupted.”

He added: “HR teams are also employees, battling through the same disruption. Demonstrating our inherent kindness and compassion can go a long way to alleviate the stress people will be feeling this week.”

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When employers face strike action, they should give staff as much notice as possible about planned strikes, so that people can prepare, Nicola Callaghan, founder and managing director of consultancy HR Caddy, told HR magazine. 

Where staff face disrupted commutes, it is “important to be fair and realistic”, Callaghan added. “Commutes will be more stressful and time-consuming, so wherever possible, offering the flexibility to work from home can help ease the pressure”.

When office attendance is mandatory, employees should be given as much information and support as possible to help them carry out their duties as close to normal as possible, she explained.

Clear communication and a fair, consistent approach go a long way when keeping employees engaged and supported during periods of disruption, Reader added.  

“Strikes are disruptive, and the impact on normal working hours is often unavoidable,” she concluded.