- Regard the period as unpaid leave.
- Take it as annual leave and deduct it accordingly from annual leave payment.
- Pay your employer now in exchange for work that is to be done on a later date.
- Pay your employer without negotiating any settlement.
But employers can request -- or insist, depending on your contract -- that you carry on working while you're stranded, especially if you've got the wherewithal to work remotely. After all, if Norway's prime minister (pictured) can run the country from his iPad, what's to stop you getting your work done?
So, financial obligation employers have to employees is pretty clear but how are employers dealing with unexpected shortages in workforce?
Most likely scenario is that those who are here pick up the slack -- just make sure you're ticking all the compliancy boxes, warns legal firm DLA Piper (Working Time Directive, health and safety).
The British Chambers of Commerce advises that all businesses should have a business continuity plan, but there are likely to be companys that have been caught out without one. This may actually result in more creative responses to covering unexpected absences.
Have you had employees, colleagues or managers who have been stranded away from the UK, on holiday or on business? How are you coping? Post your comments below.