A series of major winter storms that shut down highways, closed schools and prompted travel warnings across parts of Ontario is renewing scrutiny of how employers apply return-to-office policies during emergency situations.
During a severe snowstorm earlier this month, an internal memo sent to Ontario public servants by the provincial Ministry of Transportation indicated they were expected to report to the office or use vacation time if they were unable to commute, even as Environment Canada and emergency services advised residents to avoid non-essential travel, according to a report by CTV News.
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However, vacation time is meant to be taken by choice, not as a default response to emergency situations, says Cissy Pau, principal consultant at Clear HR Consulting. “Employers may be within their rights to offer it as an option, but encouraging or requiring employees to use vacation during unsafe conditions can feel punitive and undermine trust.”
The incident highlights a broader issue that employers across Canada are grappling with as extreme weather events become more frequent, she adds.
“When public safety officials are telling people to stay off the roads, there’s an expectation that employers will take that guidance seriously. This isn’t just a legal question — it’s about how policies are applied in real time and whether they make sense in the moment.”
Pau says problems often arise when flexibility is left entirely to individual managers, leading to inconsistent treatment across teams. “If one department is allowed to work from home and another is required to come in, employees notice immediately. That kind of inconsistency can create resentment, impact morale and, over time, contribute to turnover.”
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She adds organizations are better served by setting clear, company-wide guidelines for inclement weather and emergency situations, rather than relying on ad-hoc decisions. “Leadership teams should agree in advance on how they’ll respond when there are public safety advisories. That consistency matters.”
Pau notes many organizations can’t offer paid time off in the event of inclement weather. In those cases, she says employers should focus on providing options — such as remote work where possible, banked time, personal leave or unpaid leave — rather than defaulting to mandatory vacation use.
The weather has also renewed criticism of return-to-office mandates, particularly when flexibility appears uneven during emergencies. Pau says five-day in-office policies may be within an employer’s rights, but they aren’t always practical. “Policies don’t operate in a vacuum. There are moments like this when flexibility isn’t just reasonable, it’s necessary.”
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