Supporting an employee who has suffered a bereavement

Most people will experience the death of someone they know at some point during their working lives. In the last year, 24% of the working population in Britain has experienced a bereavement, which equates to 7.9 million people.

Only 30% of employees say the leadership of their organisation has communicated with them about grief or bereavement in the past year and subsequently, only 32% of employees are aware that their employer has a bereavement policy.

Although employees may take very different paths when dealing with their grief, there are a number of things that employers can commit to offering as part of a policy for supporting bereaved employees: from offering leave and allowing for flexibility around workload, to communicating effectively about the support available and creating a culture where people are comfortable talking about grief.

The legal bits

To prepare you for managing an employee suffering bereavement it’s a good idea to have a clear bereavement policy, with allocated staff and managers being trained in how to handle the situation compassionately. Take a read of our blog on how to write an absence policy here. You should also familiarise yourself with the laws associated to grief stricken employees to make sure that you don’t breach any employment rights.

The Employment Rights Act 1996, Section 57(A) states that employers must give a “day one” right, allowing employees “reasonable” time off work to deal with an emergency matter arising from a dependent, which includes death. Here the term “reasonable” is not defined and depends on the situation. Employers are not legally obliged to pay an employee for time off work for bereavement, though many will provide compassionate leave, with this typically being full pay for up to five days.

Women who suffer a stillbirth after 24 weeks, or who lose their baby shortly after birth, will still be entitled to maternity leave. The Equality Act 2010 protects employees from discrimination which extends to an employee’s request for leave being refused due to a protected characteristic. In addition, if employees experience mental health issues as a result of their bereavement, employers are required to make reasonable adjustments to support their employee.

According to Sue Ryder’s Grief in the workplace report, nearly a quarter of working age adults knew someone who has died over the last year. It costs the UK economy an estimated £23bn a year in lost Gross Value Added (GVA) and costs the UK Treasury an estimated £8bn in reduced tax revenues, increased healthcare costs and income support payments.

Speaking to an employee who has suffered a bereavement

Knowing what to say to an employee is often the hardest part, however, it’s important that as a manager you do speak to your employee with kindness and compassion. Try to use an empathetic manner as this will make the employee feel supported and less anxious about missing work. You should make it clear that their wellbeing is their number one priority over work, as bereavement is proven to have a huge affect on welfare.

After a major loss, such as the death of a spouse or child, up to a third of the people most directly affected will suffer detrimental effects on their physical or mental health, or both. What’s more, about a quarter of widows and widowers will experience clinical depression and anxiety during the first year of bereavement; the risk drops to about 17% by the end of the first year and continues to decline thereafter.

Here are some things you can say/ask:

• Express your condolences.
• Tell the employee that they are not expected to work, make them feel like work comes second in the situation.
• Ask the employee how they would like you to keep in touch and when the best time for you to contact them is. Remember they may not want to be contacted much, especially during the first few days.
• Ask the employee if they are happy to be contacted by co-workers.
• Ask the employee what information they would like you to share with their co-workers and remember any knowledge you have is confidential so refrain from saying more than you should.

Other things you should consider include:

• If the death is likely to be in the media, what course of action do you need to take? For example, what would you do if the workplace or co-workers were approached for an interview?
• Be conscious of the culture of the employee, does their religion have any mourning rituals that might require additional time off?
• If the death was that of a child or spouse it may take the employee longer before they feel ready to come back to work.
• Does the employee require a change in hours or responsibilities to accommodate returning to work? This is especially applicable where someone has lost their spouse and has become a single parent, or parents have lost a child and one parent is not dealing with the loss as well as the other.
• Monitor how many days off work the employee has and ensure that this does not breach the company’s sickness leave limit, if it does some managers might consider excluding some of this time from the employees record.

In summary

Supporting employees through bereavement is a crucial aspect of fostering a compassionate and understanding workplace. With a significant portion of the workforce experiencing loss, employers must proactively communicate and implement clear bereavement policies. These policies should encompass flexible leave options, compassionate communication, and a supportive work culture. Legal requirements under the Employment Rights Act 1996 and the Equality Act 2010 provide a framework, but going beyond these by offering paid compassionate leave and accommodating mental health needs can make a significant difference.

Effective communication is key. Managers should approach bereaved employees with empathy, prioritising their wellbeing and offering tailored support. This includes respecting their wishes regarding contact and information sharing, being mindful of cultural and personal considerations, and adjusting work responsibilities if necessary. By addressing these needs thoughtfully, employers can help employees navigate their grief while maintaining a supportive and productive work environment.