Losing a loved one is a scenario that none of us ever wants to think about, but will inevitably face at some point during our lives. And, when the unimaginable happens, the support we receive can be a lifeline.
Next week (2-8 December) marks National Grief Awareness Week in the UK. The theme of this year’s week is ‘Shine a light’, intended to both raise awareness of available support and resources to those currently in need, and to remind others to support people who are known to be grieving.
The week, therefore, serves as a reminder to employers to review the bereavement support they offer to their workforce, and consider starting conversations to both raise awareness of the issue and help to remove the stigma that can be attached to death and grief. While many in the workplace will undoubtedly be focused on fun and festivities at this time of year, the week can also be an opportunity to highlight that this may not be the case for everyone. Those who have recently suffered a loss, are approaching a loved one’s anniversary or find certain times of year difficult without late friends and family may be grieving equally. Highlighting that grief has no set timelines and is experienced differently by everyone, therefore, is important.
While many employers do offer bereavement support and leave for their workforce, there is currently no legal obligation to do so unless the death involves a child under the age of 18. The flexibility and extent to which this support extends also differs vastly depending on the organisation, its management and culture.
For example, in the past few weeks alone, I have seen several posts on Linkedin of individuals sharing their experiences with their employer following a bereavement. In more than one of these cases, the individual in question was asked to provide their employer with proof of their loved one’s death in order to qualify for bereavement support. Is this questioning of trust and subsequent distress caused for the bereaved individual really the message an employer wishes to send at such a devastating time?
How employers support bereaved employees could be set to change following the introduction of the Labour Government’s Employment Rights Bill in October 2024. This set out its intentions to introduce a day one right to a minimum of one week’s (or two weeks for the loss of a child) bereavement leave for all employees.
Ultimately, giving people the time and space to grieve in their own way is crucial. Even with statutory minimum level of required support, some employers will always go above and beyond. Whatever they offer, however, ensuring employees are aware of what is available and that the support or resources are easily accessible will help to ensure it reaches individuals when they need it most.
Debbie Lovewell-Tuck
Editor
@DebbieLovewell
