Tube Strike: Your Rights If You Can’t Get to Work — Pay, Remote Work and Practical Options

Large parts of the London Underground will be shut for two separate 24-hour periods this week after last-minute talks between the Rail, Maritime and Transport union (RMT) and Transport for London (TfL) failed to reach an agreement. Commuters should expect severe disruption on Tuesday and Thursday.

A sign lists service disruption details at Hammersmith underground station (Reuters)

What Happened

Discussions between the RMT and TfL on Monday did not resolve the dispute. The strikes relate to several issues, including a proposed four-day week that the RMT says its members oppose. The drivers' union Aslef has accepted the new arrangements.

Commuters queue for a red double decker bus outside Victoria train station (AFP/Getty)

What This Means For Employees

If transport disruption makes it difficult or impossible to reach your workplace, you should inform your employer as soon as possible and explain your situation. While employers generally expect staff to attend work, there are several practical options to consider.

Andrew Leakey, head of civil & commercial litigation at Jackson Lees: "Not working their contractual hours means that the employee is not fulfilling their contract of employment."

"In principle, an employer would be within its rights to refuse to pay an employee who misses work because of transport disruption. Even when the issue is out of the control of the employee, this is still the case."

Leakey adds that, although withholding pay may be lawful in principle, rigidly applying that rule is not always the best approach for employers. He recommends that employers and employees work together to find sensible, case-by-case solutions.

Practical Options To Discuss With Your Employer

• Work from home: If your role allows remote working, this is usually the simplest solution.
• Attend on a different day: Employers may agree you attend on a day you would normally be remote or exchange working days.
• Swap shifts or make the time up: Where applicable, arrange shift swaps or agree to make up hours to avoid a pay shortfall.
• Paid leave: Taking annual leave may be preferable for many employees, but this depends on available entitlement and employer policy.
• Unpaid leave or absence: If no other option exists, an employer could lawfully treat the time as unpaid absence — but this should be discussed first.

Tips For Employees

• Notify your manager or HR as soon as possible and confirm any temporary arrangements in writing (email or message).
• Check your contract and workplace policies on absence, remote work and pay for guidance.
• Keep records of communications and any travel disruption information — this helps if there is a later dispute.
• If you are unsure of your rights, consider seeking independent advice from an employment solicitor or an advisory service.

Employers should weigh the practical and reputational costs of inflexible approaches against the benefits of showing goodwill during unavoidable disruption. Wherever possible, agree solutions in advance and apply them consistently across affected staff.