The power outage that affected our country yesterday, 28 April, has caused a series of disruptions that directly impact the normal course of business operations.
In this context, and without prejudice to any potential civil liability claims that companies may or may not pursue, it is essential to highlight the situations in which an employer may find itself in relation to its employees.
From the perspective of labour law, aside from the reminder that the inability to provide services on the aforementioned date—as well as any possible early departure from the workplace due to the outage prior to the end of the regular workday—does not alter the classification of that day as an ordinary working day (i.e., paid and not subject to recovery), it is important to consider the following scenarios from that moment onward.
