Bereavement affects everyone, yet remains a workplace challenge.
- Legal entitlement covers unforeseen emergencies, not non-dependants.
- ACAS guidelines advise on managing workplace bereavement compassionately.
- Compassionate policies aid employee return and assist managers.
- Expert calls for improved bereavement support in workplaces.
Bereavement, an inevitable life event that touches everyone, has traditionally been treated as a ‘taboo’ within professional environments. This has resulted in a lack of structured approaches for managing employees dealing with recent losses. While some organisations have developed policies for bereavement-related absences, many still operate without formal procedures. In such cases, associations like ACAS offer valuable guidance to employers seeking to support their staff appropriately.
Legally, employees are entitled to ‘time off for dependants’ which allows a reasonable amount of unpaid leave to manage unforeseen emergencies. This includes attending funerals and handling other urgent matters following the death of a dependant. The definition of ‘dependant’ extends to spouses, children, parents, or anyone residing in the household, as well as individuals who rely on the employee’s care during emergencies. Although the law doesn’t specify the exact duration, it is generally understood to span one to two days. However, many employers opt to provide paid special leave in such situations, acknowledging that employees may require extended leave as ‘sick leave’ if they are too distressed to return to work.
Experts emphasise the importance of having a compassionate leave policy, highlighting its role in expediting employees’ return to work by positioning the workplace as a source of support. Such policies not only benefit bereaved employees but also equip managers to handle associated sensitive discussions more effectively. The guide ‘Managing Bereavement in the Workplace – A Good Practice Guide’ offers employers strategies for dealing with bereavement both immediately and in the long term. This guidance, created in collaboration with Cruse Bereavement Care and the Dying Matters Coalition, can be freely downloaded.
Claire Henry, Chief Executive of NCPC, has underscored the societal inadequacies in addressing bereavement, particularly in workplace settings. She advocates for the ACAS guidance to become essential reading for employers and suggests training for managers on addressing sensitive topics like bereavement. According to Henry, appropriate support, including the provision of leave or flexible work arrangements, can significantly impact employees coping with loss, especially given the projected rise in annual death rates.
Adrian Lewis of Codel Software notes the law’s non-specific stance on the duration of bereavement leave, calling for fair and precise handling of each case. Lewis emphasises the importance of a well-documented approach to administering special leave, citing the support of HR consultants and legal experts as beneficial in crafting effective bereavement policies.
Overall, structured compassionate leave policies are pivotal for supporting bereaved employees and ensuring efficient workplace management.
