- It is crucial that employers communicate to staff where and how grief support can be accessed.
- A bereavement leave policy should provide both line managers and employees with guidance and reassurance of what to expect if they experience one.
- A group income protection policy can provide emotional and wellbeing support when staff are absent from work for a terminal illness, as well as financial support after six months if they meet the policy criteria.
Speaking about death and grief can still be considered taboo in the workplace, often resulting in employees suffering in silence and negative consequences for both the individual and their employer. As we all mourn in different ways, with no set processes or timelines, it can be useful for employers to have dedicated bereavement policies, or at least some support measures, in place to help staff when they need it.
The importance of a policy
It is crucial that businesses communicate to employees where and how grief support can be accessed, whether through employee support groups, line managers, HR, an employee assistance programme (EAP) or digital tools.
In addition, due to the personal nature of grief, it can be tricky for employers to develop a set of practices to suit every situation. Bianca Neumann, head of bereavement at Sue Ryder, explains: “Unless a well-structured bereavement policy is put into place and is well-communicated to an organisation, then employees may not know where to turn or what help is available to them. Employees will look positively at employers which recognise that there may be situations where support may be needed, such as allowing extra time to complete tasks, flexible shift patterns and taking stressful and higher-pressure jobs out of their hands. Rather than push employees to a particular source of help, employers can provide them with information about what support is available.”
What can employers offer?
A bereavement leave policy should provide both line managers and employees with guidance and reassurance of what to expect if they experience a bereavement. Without a policy, there can be inconsistencies in the way staff are treated.
At TSB, the bank ensures that anyone facing the death of a close friend or family member, or who needs to be with a loved one during their end-of-life palliative care, will be able to access reasonable paid leave to take the time away from work that they need, says Liz Ashford, director of HR at TSB.
“Employers should arm themselves with a wider toolkit of support services, which could include access to relevant charities or other external organisations which can offer third party, specialist support,” she says.
It should be noted that there is no one-step overnight solution that works for everyone.
Instead, employers should have a flexible approach centred on listening to and being guided by the individual needs of their employees, creating a safe space for employees to share their concerns, says Noreen O'Prey, people and culture director at Koa Health. “By providing access to a comprehensive suite of personalised digital tools and therapies, employers give their employees the choice to manage their grief how they want, giving them the confidence that their personal wellbeing and choices are prioritised,” she explains.
Zurich UK implemented a range of family friendly policies in September 2020 that includes allowing staff to take a month of paid leave following the loss of a close relative such as a child, parent, or partner.
The organisation considers doing so is important and recommends other employers do the same. Steve Collinson, chief HR officer at Zurich, explains: “We also encourage managers to make compassionate decisions if an employee needs to take more time out after a bereavement. Staff in our people team have been trained by the Samaritans to ensure they are equipped to talk to employees and give guidance to managers in the appropriate way, as well as signposting them to other helpful organisations.”
As well as highlighting external and internal support options in a central place such as an intranet page, knowing how to acknowledge loss and where to signpost is helpful. Faith Holloway, compassionate employers programme lead at Hospice UK, says: “Employers can encourage conversations about grief at work through awareness days and events throughout the year, have a dedicated bereavement champion at a senior level, and upskill employees who will be directly supported bereaved colleagues.”
Terminal illness support
In the case of an employee’s family member who has been diagnosed with a terminal illness, who may suddenly need to balance caring responsibilities with a full-time job, there are a few things to consider. Open conversations between employee and employer should be had, as there are certain rights protected by law, such as carers being legally entitled to request flexible working.
Neumann explains: “[An employee] may be able to work the same hours but at times that suit [them], such as evenings or weekends, or to work core hours with a flexible start and finish time, or perhaps to work from home. While [they] do not have a legal right to take a career break, [their] employer may have a policy that allows people to request a period of unpaid leave during which [their] job is kept open for [them].”
There are a number of networks that employees can access, including a support group specifically for those diagnosed with cancer or where loved ones are unwell.
In addition, employees can make use of valuable benefits, which they can extend to family members if they choose to, says Collinson.
“For staff directly affected by terminal illness, they can also access occupational support if they are unable to work for periods. This includes access to income protection where a proportion of salary is replaced if an employee is unable to work all of their hours due to illness,” he adds.
A group income protection policy can provide emotional and wellbeing support when staff are absent from work for a terminal illness, as well as financial support after six months if they meet the policy criteria. If an employee passes away, it is critical to support their immediate family members.
A death-in-service benefit would be useful as well as next of kin to bereavement counselling support, says Debbie Bullock, wellbeing lead at Aviva. Charity Grief Encounter, meanwhile, can support children through the loss of a significant family member.
Loss of a pregnancy
It is vital that employers know how to support any member of their workforce who is affected by pregnancy loss or the death of a baby. Since April 2020, all employed parents who suffer a stillbirth from 24 weeks of pregnancy, or whose child under the age of 18 dies, have been entitled to a minimum of two weeks of paid leave under the Parental Bereavement Leave and Pay Act.
Jen Coates, director of volunteering and bereavement support at Sands, believes that all employers must have pregnancy and baby loss policies in place together with training for managers and staff on how to support staff. “Any parent whose baby or child has died should be supported by their employer and given the time they need to begin the grieving process. All employers must have pregnancy and baby loss policies in place together with training for managers and staff on how to support staff returning to work,” she says.
Ultimately, leave policies should just be one part of a holistic support package, which should also include counselling. Liz Lloyd, Pregnancy Matters online manager at Life Charity, explains: “Employers must also make sure that employees understand how pregnancy loss can affect people, even a basic understanding can help employers and managers do a better job of navigating individual situations. They need to be able to be flexible and to be sensitive to the individual needs and situation; managers need the freedom to use their own discretion.”
She concludes that prompt psychological support can prevent symptoms of post-traumatic stress disorder developing and help people come to terms with their loss far sooner.
Read more:
Royds Withy King provides compassionate and bereavement leave to support staff
Ken Akers: How employers can help employees experiencing grief at work
