29/06/2026
30 June 2026 Protest Action: Employer Guidance and Labour Law Considerations
Recommended Employer Actions
To minimise disruption and ensure compliance, employers should consider the following steps before 30 June 2026:
Communicate Expectations Clearly
Issue a written notice to employees outlining the company's attendance requirements, the legal status of the protest action, and the consequences of unauthorised absence.
Review Security and Business Continuity Measures
Assess workplace security arrangements and contingency plans to ensure the safety of employees, visitors and company assets.
Consider Transport Challenges
Where operationally feasible, explore alternative transport arrangements, flexible work practices, or staggered working hours for employees likely to be affected by transport disruptions.
Maintain Accurate Records
Keep detailed records of all communications, attendance registers, leave applications and disciplinary processes to ensure compliance and support any future proceedings.
Conclusion
The planned protest action on 30 June 2026 highlights the importance of proactive workforce management and legal compliance. Employers who communicate expectations clearly, apply workplace rules consistently, and prepare appropriately for potential disruption will be best positioned to protect their operations while maintaining fair labour practices.
For further guidance on managing absenteeism, disciplinary processes, industrial action and labour law compliance, employers can consult qualified labour relations professional Mat Fforde on 0833578390
