Grief in the workplace

Death affects all of us at various stages in our lives and it’s important for employers to have compassionate, flexible policies in place to appropriately support colleagues who are dealing with a bereavement.

What the law says

Employees have the right to take time off for the death of a dependant (for example, spouse or civil partner, child or parent). There is no legal right for pay (although many workplaces will offer paid leave). The law does not state how much time can be taken, just that it must be a “reasonable” amount.

If a child under the age of 18 dies, employees have the right to two weeks off through Parental Bereavement Leave.

If the person who died was not a dependant, there is no legal right to time off.

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What employers should have in place

All businesses should have a clear bereavement policy in place that states:

* the circumstances in which bereavement leave applies

* how much time is provided

* whether the leave is paid and if so, how much pay

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What else employers can do

Create a compassionate culture where colleagues feel comfortable talking about grief. When someone experiences a loss, ensure your managers are trained to support their teams, by giving them appropriate tools and resources.

Be understanding and empathetic. Offer flexible return-to-work options to support colleagues as they transition back into work routines.

Recognise that grief can impact productivity, concentration and emotional regulation. Offer practical support with tasks and provide a quiet space if possible.

Be patient. Grief is ongoing and can be unpredictable. People react in different ways and there is no “right way” to react.

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Need help?

Talking about death can be difficult and emotional. We can help.

We can create a comprehensive and clear bereavement policy that supports your business and your employees. Contact us to get started.