How Businesses Can Aid Employees Impacted by Natural Disasters

Photo Credit: jhorrocks

In January 2025, massive fires raged across Los Angeles and resulted in business losses, personal displacement, financial strife, injury, and death. Unfortunately, since natural disasters are increasing in intensity and frequency due to climate change, we are going to see more disaster-related suffering. Natural disasters are devastating not just for their immediate, initial destruction but also for the lasting impact they have on communities. For businesses, infrastructure and valuable equipment can be gone in the blink of an eye. For employees, they may lose their cars, homes, and even loved ones and pets. In times like these, it’s important for businesses to be an active helper to their employees and communities. This week, we will be discussing how employers can meet the needs of their employees and community members while also working on getting back to business.

During national disasters, war zones, and pandemics, societal inequities only become more apparent. As an organization that works to educate about how sexual violence is tied to prejudice and systemic failures in work settings, we must recognize how these factors can be amplified during these events. The National Sexual Violence Resource Center (NSVRC) notes in their publication Sexual Violence in Disasters that:

The immediate and long-term effects of disasters increase the overall prevalence of sexual harassment, abuse, and assault; worsen the frequency and severity of harm for victims experiencing ongoing sexual violence;1 and exacerbate barriers and obstacles for survivors in their healing. (NSVRC, 2021, p.6).

The likelihood of experiencing sexual violence increases for those who are unhoused, in financial struggle, or live in social isolation, which are all potential outcomes of surviving a natural disaster. This is why it is important for companies to understand that if they are committed to the fight against sexual violence, they must also be committed to employee wellness and community repair post-natural disaster.

Occupational Safety and Health Administration (OSHA) regulations require that employers protect workers from known hazards, including natural disasters. Not all employers are legally required to have an Emergency Action Plan (EAP), but we encourage all businesses to have policies and procedures in place out of caution. OSHA lays out legal requirements and tips for EAP creation, and the Federal Emergency Management Agency (FEMA) has a search engine for emergencies detailing the weather risks, local and state resources, and other communications specific to one’s area.

Once a natural disaster is over, employers must support the safety and general well-being of their employees. Below are some of our recommendations.

Offer Flexible Work Arrangements

Experiencing a natural disaster places unbelievable burdens on people, particularly for those who have lost their homes. On top of reeling from the stress of their evacuation, they may be dealing with many time-consuming tasks including calls to home and car insurance companies, finding new living arrangements for themselves and their families, replacing important paperwork and other items that may have been destroyed (which could include at-home office technology), and more. Even those in more stable living situations may be limited in their ability to travel due to unsafe or blocked off roads. Offer a more flexible time-off and remote work policy under these circumstances. Also consider offering a leave-sharing program for employees less affected to donate their leave time to those who need it.

Connect Employees in Need with an Employee Assistance Program

In the past, we have discussed the advantages of having an Employee Assistance Program to cater to the needs of all employees. Employees affected by natural disasters are no exception. These programs are an invaluable resource that can help employees gain access to mental health resources, connect to grant programs that provide immediate access to money, offer legal advice, and refer employees to childcare and eldercare resources.

Utilize Multiple Communication Channels

During and after an emergency, we recommend that workplaces have a mass notification system in place to provide important emergency and work-related updates. These notifications, and means for two-directional communication, must come through multiple channels (text, email, WhatsApp, Microsoft Teams, etc.) to open as many avenues for communication as possible in areas where internet and phone services are down.

Consider Contributing Financial Support to Affected Employees

For employers with the financial means to support their affected employees, there are several options to explore. Employee Benefit News writes that:

Employers can also provide financial support for employees who have lost their homes or have had to evacuate through Section 139 of the Internal Revenue Code. Employers can pay for hotel stays, offer money for food and clothing and even allocate funds toward home repairs on a tax-free or tax-exempt basis. (Place & Hafner, 2025, para. 11)

Additionally, employers may be able to direct their employees to their retirement plans for immediate assistance. The Employer’s Council illuminates that:

Some retirement plans — 401(k), 403(b), and 457(b) plans — may allow for hardship withdrawals. The 10% additional penalty tax on early distributions does not apply to qualified disaster recovery distributions made to a qualified individual. (Enke, 2024, para. 5)

Look to Other Employers for Inspiration

In recent years we have seen some remarkable examples of employers stepping up to help their communities. We encourage everyone to check out these examples and see if any of them can be incorporated in their community emergency relief efforts.

     –CarMax partnered with the Red Cross to replenish comfort kits.

     –Toyota matched charitable donations for hurricane relief and offered payment relief to their customers.

     –The Cheesecake Factory has a Hardship and Emergency Lifeline Program (HELP Fund) to provide short-term financial emergency support to their staff.

     –Tyson Foods provides food to natural disaster survivors as well as the volunteers and emergency responders on the scene.

     -The Major League Baseball Players Association (MLBPA) has a fund that, “exists to deploy rapid-response grants to nonprofit organizations that provide immediate support to communities in urgent and high need.”

Uplift and Support Local Aid Resources

The people who understand the needs of the community the most are the ones who are based there. Partner with local organizers for food drives, clothing drives, and other emergency services. Encourage colleagues to volunteer, and as a result the company will experience a boost in morale. We also know that anti-sexual violence state coalitions, rape crisis centers, and local domestic and sexual violence hotlines (which are already severely underfunded) struggle to provide services to survivors after natural disasters. We highly recommend donating to Respect Together’s Disaster Relief Fund and connecting directly with local service providers to ask about their current needs. RALIANCE maintains a Rape Crisis Center Directory to make the search easier for survivors and employers interested in partnerships.

Natural disasters are life-altering and devastating, but our response can be healing and unifying. Together, employers can take a stand and ensure their employees, their families, and their communities are safe and on the road to recovery.

RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.