Disaster Risk Planning: Safeguarding Employees During a Crisis

In a Risk Management Magazine article, Chase Hattaway of RumbergerKirk highlights a troubling gap in US workplace preparedness: one in four companies still lack plans to protect employees in the event of a disaster, according to Fusion Risk Management. These crises disrupt both business operations and lives, making it critical for organizations to treat disaster risk planning as a continuous cycle rather than a one-time checklist.

Hattaway emphasizes a three-phase approach: preparation, response, and recovery. Preparation involves drafting detailed emergency action plans, anticipating regional risks, and ensuring alignment with OSHA safety standards. Employers should also keep communication systems current, designate clear leads, and conduct regular training, yet survey data shows only 59% of employees have ever participated in a drill, and 20% report no training at all. These gaps significantly heighten organizational risk.

During a disaster, execution becomes paramount. Employers must act quickly, communicate clearly on evacuation or shelter-in-place protocols, and maintain wage and hour compliance under the Fair Labor Standards Act (FLSA). Missteps, such as unclear PTO policies or improper pay practices, can expose businesses to lawsuits and reputational damage.

Recovery does not end when a storm clears. Employees may be eligible for leave under the Family and Medical Leave Act (FMLA) or accommodations under the Americans with Disabilities Act, depending on their health or caregiving needs. HR staff should be trained to process such requests with speed and sensitivity.

Disaster risk planning is not optional. Robust preparation, legally sound execution, and compassionate recovery strategies safeguard employees, mitigate liability, and enhance organizational resilience.