It’s never easy dealing with the loss of a loved one. Grief can hit people differently and, coupled with the subsequent administrative burden, can make handling bereavement at work especially challenging.

Unfortunately, a recent study found that many workers feel insufficiently supported in dealing with such a loss. Statutory entitlements are currently sparse, making employer-led compassionate leave and policies particularly important.

Read on as we examine the recent findings and why a loss can be difficult amidst current workplace practices. We then discuss the legal entitlements currently available, why company policies could be the answer, and some key insights for employers and employees.

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Bereavement at Work: The Current Shortfalls

Bereavement support providers Octopus Legacy recently commissioned research of some 1,154 respondents. It found that 26% claimed to have received no support for bereavement at work by their employer. This finding was particularly significant, given that 80% reported that managing practical tasks affected their ability to work, while 32% reported concentration challenges.

When discussing support options, more than half of the people surveyed preferred face-to-face interactions. In contrast, only a very limited number believed support via an app would help. This finding is notable, especially in the present digital age, suggesting that more traditional human-centric support avenues may be preferable to digital options.

The Administrative Burden Following a Loss

When someone suffers a loss, the emotional impact is often significant. One thing that can be forgotten, though, is the “death admin,” the administrative burden of settling the deceased’s estate and other affairs.

Death already takes a considerable toll on a deceased’s loved ones, and the subsequent admin can only make matters harder. Rigid working hours and leave policies may then compound this issue, potentially leading to feelings of intense stress or being overwhelmed.

Read More: Understanding the New EHRC Code of Practice and What Recent Parliamentary Developments Mean for the Workplace

Catherine Best, The Grief Recovery Institute’s Director of UK Operations, stated, “Managers should be equipped to respond with empathy and flexibility, recognising that grief does not follow a predictable timeline.” Karl Bennett, Employee Assistance Professionals Association UK’s Chair, added, “For many people, the administrative burden following a death can be overwhelming at a time when cognitive capacity and resilience are already reduced.”

Legal vs Company Entitlements

Under UK law, employees may be entitled to statutory bereavement leave. This period of unpaid leave applies only for the death of a “dependent,” such as a partner or parent. While legislation doesn’t specify how much leave a person is entitled to, the period of time must be “reasonable.”

Employees who suffer the loss of a child may also be entitled to statutory parental bereavement leave and pay. For those eligible, these entitlements consist of leave (between one and two weeks), which must be taken in line with specific criteria, and pay, which would be the lower of £194.32 or 90% of someone’s average weekly earnings per week.

However, while these statutory entitlements exist, they aren’t without their critics. Not everyone is entitled to these legal rights, and even if someone is, they aren’t always enough. Statutory leave sometimes forces individuals to face their bereavement at work before they’re ready, and while pay exists, the shortfall from regular pay may necessitate an early return to work.

This is where an employer’s employee bereavement policy can be vital. Enhanced compassionate leave and pay entitlements can make all the difference in supporting an individual through their loss and grief. Additional support, including face-to-face meetings, information on how to cope with grief, and support groups, can also be essential.

Handling a Return to Work

Returning to work following a bereavement can be very emotionally challenging. While workplace support and seeing one’s peers may eventually help an individual recover from their loss, the initial thought of being publicly vulnerable and having to work while grieving may be distressing.

Despite this, individuals should feel encouraged to see their colleagues. Having the courage to discuss one’s feelings, whether with a work friend or a designated support officer, can greatly help in processing difficult circumstances. Talking is never easy, but it is often the best way to find the right support to ensure both personal and professional life is protected.

If an individual feels uncomfortable discussing their grief at work, it may be worth considering external support avenues. Useful information and support can be found on the websites of the NHS, Cruse, or Mind.

Bereavement at Work: Key Insights

When an employee must handle a bereavement at work, it can be challenging all around. The individual may feel overwhelmed, being emotionally vulnerable in public, while their colleagues may be unsure how best to respond. As such, below are some key points to consider from both employer and employee perspectives to be well prepared.

Employer Considerations

Before an employee has lost someone they care about, employers should have a policy in place. This should cover any enhanced compassionate leave and pay that may be available, as well as any other support that’s in place. It should easily signpost individuals to these support mechanisms and ensure colleagues know how to identify and help someone who is grieving.

Read More: Not Having the Right to Work in the UK Is Not Always a Defence to Discrimination Claims

If, then, an employee faces bereavement, employers must act consistently and fairly in accordance with their policies. Demonstrating that support extends beyond words can not only provide comfort to those in need but also give them confidence to seek that support. In addition to complying with any legal requirements, taking such steps promotes a positive workplace, which can boost productivity, retention, and talent attraction.

Employee Considerations

If an employee is faced with the death of a loved one, it’s vital to consider the support available. Facing a bereavement at work is never easy, but seeking support can make a difference. If there’s an employee bereavement policy, reading it to understand one’s entitlements is essential. If, however, further support is required, pursuing external help is also an option.

Whatever the case, when faced with bereavement, it’s important to remember that you’re not alone. Whether it’s workplace assistance or help from elsewhere, support can always be found. If you require grievance support, please consider the following as some sources of information/help:

• NHS: Grief After Bereavement or Loss
• Cruse: Get Support
• Mind: Support and Self-Care for Bereavement