Employees suffering bereavement need more support says charity
In the wake of COVID-19, employers should review their bereavement policies to support grieving members of staff, according to a recent survey.
It found that nearly half of employees (49 per cent) were forced to return to the workplace before they were ready as they did not receive any paid leave. They also cited job security as another reason.
In addition, nearly 60 per cent of those surveyed by the end of life charity Marie Curie, said their performance at work was affected for months after bereavement.
It surveyed 1,000 employed people who experienced a bereavement in the previous 12 months as well as over 400 HR professionals about policies and procedures in place to support their staff.
At the moment an employee has the right to time off work after the death of a dependant such as a partner, child or parent and may be eligible for Parental Bereavement Leave and Statutory Parental Bereavement Pay if they or their partner either:
- Has a child who has died under 18 years old
- Had a stillbirth after 24 weeks of pregnancy
The move came about as a result of Jack’s Law, also known as the Parental Bereavement Leave and Pay Regulations. Jack’s Law is in memory of Jack Herd whose mother Lucy campaigned tirelessly on the issue.
The Chartered Institute of Personnel and Development (CIPD), Marie Curie and others are now calling for an extension of Jack’s Law so employees experiencing the bereavement of other close family members are also supported by statutory provisions.
Ken Akers, Head of HR at Marie Curie, said: “Returning to work before you are ready can complicate experiences of grief but for some work can be that routine and sense of normality people crave in times of crisis. Whatever the decision, employees must feel supported and trusted to do what is best for them.”
Claire McCartney, Senior Policy Adviser, Resourcing and Inclusion, at the CIPD, said: “We think it’s crucial that organisations properly support their bereaved colleagues. Employees will need time to come to terms with what’s happened and will be unlikely to be able to perform well at work if they are forced to return too quickly.”
The CIPD has issued guidelines as to how employees should be supported:
- Employers should work to be knowledgeable about the law and bereavement, including parental bereavement leave and pay and emergency time off for family and dependants.
- Employers should address health and safety obligations about bereavement and avoid discrimination and address the risk of bullying.
- An open culture of support helps people feel more comfortable asking for support.
- Develop a bereavement policy, covering aspects like reporting a bereavement, any leave and pay and returning to work.
- Educate and support people managers to show empathy and compassion.
- Provide training and support so they understand the organisation’s bereavement.
- Flexibility is key: build flexible responses and be open to ongoing flexible working provisions.
- Provide information on workplace support and signpost employees to external sources of support.
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