As heat, storms and air quality events impact daily operations, HR teams must prepare to address a new form of risk

WASHINGTON — As extreme weather events become more frequent and disruptive, a new report from HRCI® finds that most organizations are not prepared to protect their workforce—despite growing evidence of risk to employee safety, productivity and retention.

The report, Facing the Storm: Extreme Weather and the Workplace, examines how climate-driven events are reshaping work—including key metrics like productivity, absenteeism and healthcare costs—and outlines practical steps HR teams can take to improve readiness.

“The impact of weather on the workforce is something we all have to take seriously,” said Dr. Amy Dufrane, CEO of HRCI, the global career partner for the HR profession. “We can’t afford to assume these events won’t affect our teams. The question is whether HR is ready to respond—and in many cases, the answer is no.”

The report finds that weather-related disruption is no longer occasional, extending far beyond catastrophic events and becoming a regular part of the operating environment. While hurricanes and wildfires capture headlines, more routine disruptions, such as extreme heat and poor air quality that cause school closures and power outages, are increasingly affecting day-to-day operations.

HRCI partnered with Health Action Alliance, the country’s largest employer network operating at the intersection of business and public health, to develop the report. Drawing on survey data, expert insights and real-world examples, the two organizations provide a practical framework for organizations to prepare for extreme weather events.

Eighty-two percent of workers report experiencing at least one disruption tied to extreme weather in the past year, while nearly one in three say they have been unable to work during recent events due to closures or outages.

The findings highlight a widening gap between awareness and action. While 77% of HR professionals say extreme weather can impact their workforce, more than half report their organizations are not prepared to respond.

Additional key findings from the report include:

• 56% of HR professionals say their company is not ready for an extreme weather event
• 71% have not conducted a weather risk or readiness assessment in the past year
• Nearly 40% of organizations do not currently view extreme weather as a meaningful business risk

The report makes clear that the issue is not limited to specific industries or regions. While outdoor workers face direct exposure, office and remote employees are also affected through power outages, commuting disruptions, school closures and caregiving demands, creating ripple effects across the workforce. According to the report, more than six in ten workers say extreme weather has reduced their productivity.

“These disruptions are becoming part of the baseline,” said David Leathers, director of the Extreme Weather + Work Initiative at the Health Action Alliance. “Workers across industries are experiencing real impacts, and they expect employers to respond in meaningful ways.”

Beyond operational disruption, the report highlights growing implications for talent and retention. More than four in ten employees say their employer’s preparedness for extreme weather influences their decision to stay with the organization long-term.

The findings point to a shift in HR’s responsibility in helping organizations prepare for weather-related disruption. Traditionally, extreme weather response has been reactive and distributed across functions such as operations and facilities. However, the report argues that HR is uniquely positioned to lead preparedness efforts, particularly as employee expectations evolve.

“These disruptions show up in metrics HR already tracks: absenteeism, productivity, retention and employee experience. Companies that build readiness before the next major event—not after—will be better positioned to protect their people and recover more quickly,” Dufrane said.

The report outlines practical steps HR teams can take to improve readiness, many of which build on existing programs and policies rather than requiring significant new investment. These include:

• Clarifying remote work, attendance and leave policies for weather-related disruptions
• Proactively communicating available benefits and support before and after events
• Auditing existing health, leave and employee assistance programs for relevant coverage
• Coordinating with other business functions to establish clear response protocols

The report also highlights the often-overlooked mental health impact of extreme weather, noting that anxiety, displacement-related stress and long-term trauma can affect employees’ wellbeing beyond the immediate event.

The full report is available here. Dr. Dufrane is available for interviews. Please contact [email protected] for scheduling.

Methodology
Findings are based on multiple HRCI LinkedIn surveys conducted in April 2026 and webinar surveys conducted in late 2025, capturing responses from hundreds of HR professionals across industries, as well as privately commissioned polling from the National Commission on Climate and Workforce Health.

About HRCI
HRCI is the career partner for the human resource profession, supporting HR professionals and the organizations that rely on them. Through applied learning, professional connection, and globally trusted standards, HRCI helps HR thrive as the workplace evolves. For decades, HRCI has set the standard for HR excellence, building a community of certified professionals in over 150 countries. By connecting strategy to practice, HRCI equips HR leaders with the real-world knowledge to drive business forward and shape the Future of Work. Learn more at hrci.org.   

About Dr. Dufrane
Dr. Amy Dufrane is a global leader in human resources and workplace management. As CEO of HRCI, the career partner for the HR profession, she brings decades of experience in human capital management and employee wellness to interviews and media appearances. Dufrane helps set the standard for HR, serving as the international secretariat for global HR standards through ISO, the International Organization for Standardization. Her honors include the Global Impact Award of Distinction from the Bowman Foundation for Workplace Equity and Mental Wellness and the Globee Award for Women in Business. For the past four years, she has been named one of the Top 100 HR Tech Influencers by HR Executive magazine. Under her leadership, HRCI was named a 2024 and 2025 Top Workplace by The Washington Post and the 2023 ISA Business of the Year.

About the Extreme Weather + Work Initiative 

Extreme Weather + Work, an initiative of the Health Action Alliance, is presented by Mercer, a business of Marsh, with support from The Hartford. The initiative brings together leaders who rarely sit in the same room and connects them with peers across industries, giving them the research and tools they need to support their people before, during, and after extreme weather.