Natural disasters, from hurricanes to tornadoes to mudslides and wildfires, are part of workers’ lives, and HR leaders play a big part in helping employees prepare for and recover from these disasters.

But what should HR leaders do as disasters—like the Los Angeles wildfires forcing tens of thousands to flee the area—either loom or have occurred?

What kind of plan should HR leaders have for disasters like wildfires?

Employee safety is critical in any disaster planning, and communication is the most critical facet of such a plan.

Maggie Inbamuthia, general manager, Inclusion, Diversity, Equity and Accessibility, for peer networking firm Executive Networks, said: “HR often takes the lead in keeping a communication chain in place through which a network of calls can be initiated to ensure all employees are safe.”

See more: When disaster hits, what is HR’s role in avoiding ‘confusion and chaos’? 

In addition, HR leaders should consider deeper ways to involve employees in understanding the plan. In the case of companies like Walmart, where operations are spread over a big area, key employees participate in something like a “tabletop exercise.” This kind of exercise is a simulation in which disaster plans are discussed, and employees can analyze what actions they would take in various scenarios.

Safety should also be a key training point, especially when considering disasters. For example, employees should know how to operate portable generators properly.

How important is mental wellbeing in such disaster plans?

Reminding employees to utilize programs in place should also be part of any disaster plan. Chief among these are any programs involving mental wellbeing.

For example, many companies have employee assistance programs, where counselors are made available free of charge, and financial assistance programs for those who suffer major losses after disasters.

What information can HR provide employees to help with the fallout from disasters like the Los Angeles wildfires?

In 2018, Ann Cosimano, general counsel for ARAG, said HR leaders should remind employees of these tips to help them better deal with natural disasters.

See more: Share these 5 tips with employees affected by natural disasters

First, HR can help employees understand their rights and responsibilities regarding property damage, including how they should especially read and understand their homeowners or renters policy.

HR messaging can also focus on helping workers watch out for consumer scams following wildfires, especially home-repair scams and price gouging. Employees should be urged to protect themselves against identity theft and to know their rights with contractors.

Finally, HR can advise employees on how to handle any insurance disputes smoothly.

What should HR leaders stress to employees after disasters like wildfires, hurricanes, tornadoes or more?

Stress consultant Terry Lyles told HR Executive in 2019 that employees should be reminded to “control their controllables”: Get done what you need to do at home, before and after the event.

“If you’ve survived without major loss of life or losing your house, then count your blessings and stay focused,” Lyles said. “All the rest of it is simply clean-up and doing what you have to do.”

HR leaders can also help by anticipating questions from their employees and having the relevant information at hand.

What should HR do with a dispersed workforce?

In some cases, workforces can be geographically dispersed, and a number of workers can be affected by disasters when others aren’t.

According to David Lewis, a 38-year HR professional and CEO of OperationsInc, HR leaders should try to proactively inform managers about how to handle the absence of team members affected by disasters. These can include the long-term inability to work should a home be lost, or the worker be temporarily displaced.

“Employers want to provide support and empathy, have regular communication where possible with affected staff members, and work with leadership to shift responsibilities and rebalance workloads,” Lewis said.