Bereavement remains a challenging issue for employers and employees, often shrouded in societal taboo.
- While some businesses have policies for bereavement absence, many lack guidance, underlining the need for resources like the ACAS guidelines.
- Legal provisions for bereavement-related leave are vague, urging employers to offer additional support.
- A clear bereavement policy and managerial training can significantly aid in workplace reintegration post-bereavement.
- Experts advocate for comprehensive bereavement support, emphasizing its growing necessity in a changing workplace environment.
Despite affecting everyone, bereavement often remains a ‘taboo’ topic in the professional realm, leading to insufficient workplace bereavement strategies. Many employers lack comprehensive policies, prompting organizations to seek guidance from entities like ACAS to effectively manage such absences.
Legally, employees are granted ‘time off for dependents,’ a reasonable, albeit unpaid, leave to handle unforeseen emergencies, including the funeral and associated tasks. While the law is not explicit on what constitutes ‘reasonable,’ it is generally perceived as one to two days, contingent upon specific circumstances. Employers are encouraged to extend this leave and offer paid time off, as the emotional toll of a bereavement might necessitate a longer absence due to stress or illness.
Having a bereavement policy is instrumental in assisting employees. It not only smoothens their transition back to work but also helps managers navigate sensitive situations, informed by guidance such as ‘Managing bereavement in the workplace – a good practice guide.’ This document is a collaborative effort, crafted with input from organizations like Cruse Bereavement Care and Dying Matters, providing downloadable resources to aid employers.
Claire Henry, the CEO of NCPC, emphasizes societal inadequacies in bereavement responses, highlighting the urgent need for improved support systems. She advocates for workplace policies that include time off, flexible working arrangements, and sensitive managerial discussions, all designed to ease the burden on bereaved employees amidst rising mortality rates.
Adrian Lewis of Codel Software stresses the uniqueness of each bereavement situation, noting legal ambiguities around the length of ‘special leave.’ He underscores the importance of properly managing and documenting such absences and suggests that partnerships with HR consultants can aid employers in establishing fair policies.
Addressing bereavement in the workplace with clear policies and empathetic support is crucial for employee well-being and productivity.
