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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
What payment details should be included in a contract of employment?
Should any benefits available to an employee be listed in the contract of employment?
Is it ever permissible for an employer to withhold bonus payments?
How should an employer go about setting up an employee share scheme?
When may an employer withdraw the use of a company car?
Are employee benefits taxable or non-taxable?
Is the company Christmas party a taxable benefit?
If an employer provides an employee's accommodation is it permissible to require the employee to leave the accommodation at the termination of employment?
What are an employer's duties regarding employee expenses?
Can an employer require employees to pay for their uniforms?
The extent of an employer’s responsibility for paying an employee’s expenses if a business trip is extended due to travel disruption will depend on its expenses policy. Most policies will include a requirement for the expenses to be "reasonable". It is therefore likely that the employer would be required to pay the employee’s reasonable accommodation and subsistence expenses until he or she is able to return home.
The policy should be applied fairly and reasonably and the employer should be mindful of its duty to maintain mutual trust and confidence with the employee. If it refuses to pay the employee’s reasonable accommodation and subsistence expenses in these circumstances, the employee could argue that this amounts to a breach of contract.
The employer should require the employee to remain in regular contact and to provide details of his or her current circumstances, including details of any likely expenditure.
The employee should take steps to mitigate the cost of the disruption by making arrangements to return home as soon as reasonably possible.
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