Microsoft outage: Can your employer dock your pay if you can't work?

The global Microsoft outage has left workers unable to access Outlook, Teams and other essential systems. But if you can't work because the technology has failed, can your employer refuse to pay you, make you use annual leave or expect you to work extra hours? We explain your employment rights.

If you've arrived at work this morning only to discover that Outlook isn't loading, Teams is refusing to cooperate and half your working day has disappeared into an endless cycle of error messages, you're certainly not alone.

A major Microsoft outage has disrupted businesses around the world, with widespread problems affecting Microsoft 365 services since Thursday 12 November.

For anyone whose job depends on Microsoft's software, the disruption could mean missed meetings, inaccessible documents and a growing pile of work that will still need tackling when everything comes back online.

But it also raises an important question: if you can't do your job because your employer's systems aren't working, are you still entitled to be paid?

And what happens if your boss suggests taking the day as holiday, finishing your work over the weekend or making up the lost hours?

Here's what UK employment guidance says.

Can your employer dock your pay during the Microsoft outage?

In most cases, if you're an employee who is available and willing to work but your employer's systems prevent you from doing your job, you should still receive your normal pay.

According to employment advisory service Acas, employees who are ready, willing and able to work are usually entitled to their normal wages when an employer temporarily closes a workplace or tells staff to work fewer hours.

The same principle will generally be relevant when a business cannot provide work because its essential technology has failed.

For example, if you're contracted to work from 9am until 5pm, you've reported for work as usual and your employer's IT systems are unavailable, that doesn't automatically mean you should lose several hours' pay.

However, your employment contract matters. Some employers have specific provisions covering temporary lay-offs or periods when they're unable to provide work, and those arrangements may affect your entitlement.

It's also important to distinguish between employees with contracted hours, people on zero-hours arrangements and self-employed contractors, as they don't necessarily have the same protections.

Can your employer make you take annual leave because Microsoft is down?

Your employer can require you to take annual leave, but they must generally give you sufficient notice.

Under the usual statutory rules, employers must provide at least twice as many calendar days' notice as the period of holiday they want someone to take.

For example, if your employer wants you to take one day's annual leave, they would normally need to give you two days' notice.

Employment contracts or relevant agreements can contain different notice arrangements, so it's worth checking the terms that apply to you.

This means that if your boss announces at 10am that everyone must use a day's holiday because Outlook isn't working, that may not comply with the normal notice requirements.

Your employer can ask whether you'd prefer to take holiday voluntarily, and you might decide that's an attractive option, but there's a difference between agreeing to use your annual leave and being told you have no choice.

Can your boss make you work late to catch up?

This is where things get particularly interesting, because anyone who's spent a morning unable to access their emails knows that the work doesn't necessarily disappear just because the software does.

If you've lost several hours to the Microsoft outage, your employer may reasonably ask you to prioritise outstanding tasks once the systems return.

However, whether they can require you to work additional hours outside your normal schedule depends on your employment contract and any existing agreements about overtime.

Acas advises that requirements to work additional hours should be set out in the employment contract or otherwise agreed with the employee.

There is no automatic legal right to overtime pay, although employers must comply with National Minimum Wage requirements and working-time protections.

So, if you've been sitting at your desk waiting for Outlook to recover, that doesn't necessarily mean your employer can demand that you work an additional four hours on Saturday without regard to your contract.

It's worth checking your contracted hours and discussing how urgent work will be managed before agreeing to additional shifts or overtime.

Do you have to stay at work if Microsoft Teams or Outlook isn't working?

An IT outage doesn't automatically turn the working day into an unexpected afternoon off.

Your employer may still expect you to remain available, particularly if some systems are working or there are other tasks you can reasonably undertake.

For example, you might be able to continue with offline documents, attend meetings in person, complete training or tackle work that doesn't depend on the affected software.

Your employer can generally give reasonable instructions about how you spend your working time, provided those instructions are consistent with your contract and other employment protections.

If you're working from home, don't assume that the outage means you're free to switch off for the day. Let your manager know which systems are affected and ask what they'd like you to prioritise.

It's also worth remembering that IT departments may have approved alternatives to the affected services. Avoid moving confidential work onto personal email accounts or unapproved applications without permission, even if you're trying to be helpful.

What if your employer sends you home without pay?

Some employers have contractual arrangements allowing them to temporarily lay off employees or reduce their working hours when there's insufficient work.

These arrangements aren't automatically available to every business, and employers generally need an appropriate contractual or agreed basis to use them.

Where a lawful unpaid lay-off does apply, eligible employees may still qualify for statutory guarantee pay.

For 2026/27, this is capped at £41 per day for up to five days in a three-month period, with a maximum payment of £205.

Eligibility conditions apply, including having worked continuously for the employer for at least one month and being available for work.

The rules also differ if you've already worked part of the day.

For a short technical outage, an employer wouldn't normally need to resort to formal lay-off arrangements, but it's useful to understand why the answer isn't identical for every workplace.

You can check the full rules through Acas's guidance on lay-offs and short-time working.

What happens if the Microsoft outage delays your wages?

For some businesses, technical problems can affect more than emails and meetings. They can also disrupt payroll administration or access to information needed to process payments.

However, a technical failure doesn't remove an employer's obligation to pay wages that are due.

Acas advises that employers should tell workers as soon as possible if wages are going to be delayed, explain how the problem will be resolved and arrange payment as quickly as they can.

If late payment causes financial difficulties, including bank charges or missed bill payments, raise this with your employer and keep records of any additional costs.

Depending on the circumstances, employees may be able to pursue losses arising from late or unpaid wages.

If you're concerned that your pay will be affected, contact your payroll department or HR team rather than assuming a delay is inevitable.

What should you do if your employer refuses to pay you during an IT outage?

If you've been told that your wages will be reduced because you couldn't access your employer's systems, it's worth checking your contract before accepting that decision.

Under UK employment law, employers cannot generally make unauthorised deductions from wages. Deductions normally need to be permitted by law, authorised by your contract or agreed to in writing.

There may be circumstances where reduced pay is lawful, but an unexpected technology failure doesn't automatically give employers permission to deduct money.

Start by asking your employer to explain which contractual provision they believe allows them to withhold your wages.

Keep a record of when you were available for work, what problems you experienced and any instructions you received.

If you cannot resolve the issue informally, you can contact Acas for free, impartial employment advice.

There are time limits for bringing employment tribunal claims, so it's sensible to seek guidance promptly if the disagreement cannot be resolved.

Microsoft outage: Employee rights FAQs

Do I still get paid if Outlook or Teams isn't working?

Usually, employees who are ready, willing and available to work should receive their normal pay when an employer's systems prevent them from working. However, your contract and employment status can affect the position.

Can my employer make me use holiday during an IT outage?

Employers can require annual leave with appropriate notice. Under the usual rules, they must give at least twice as many days' notice as the leave being taken, unless a relevant agreement provides otherwise.

Can I go home if Microsoft is down?

Not automatically. Your employer can still expect you to remain available or complete reasonable alternative duties. Speak to your manager before leaving or stopping work.

Do I have to work over the weekend to make up lost hours?

Not necessarily. Whether your employer can require additional hours depends on your contract and any agreement about overtime, as well as working-time and minimum-wage protections.

What if I work from home and can't access my employer's systems?

Report the problem promptly and make yourself available for any reasonable alternative work. If the problem is with employer-provided systems, the usual principles about pay during employer disruption will generally be relevant. Problems with your own internet connection or equipment may raise different contractual questions.

Do zero-hours workers have the same rights?

Not always. Entitlement to pay can depend on whether you've been offered and accepted a shift, whether hours are guaranteed and the terms of your working arrangement. If you've lost a scheduled shift because of the outage, check your contract and seek advice about your specific circumstances.

The technology might be down, but your employment rights aren't

There are few things more frustrating than having a full day's work ahead of you and absolutely no way of getting on with it, particularly when the problem is affecting businesses around the world.

And while it might be tempting to joke about an unexpected break from emails, the situation becomes considerably less amusing if you're being told that the time will come out of your wages or annual leave.

Employers are entitled to expect staff to remain available and adapt where reasonably possible, but employees shouldn't automatically have to absorb the financial consequences when the technology their business relies on stops working.

If you're concerned about how today's disruption will affect your pay, check your contract, keep a record of what happened and ask for clarification before agreeing to unpaid time off or additional hours.

The inconvenience of a global IT outage is one thing. Finding yourself out of pocket because of it is quite another.