Analysis

By s1jobs

 

Although many organisations provide paid leave for staff who have lost a loved one, this is far from universal. A recent survey by end-of-life charity Marie Curie found that nearly half of bereaved employees were forced to return to work before they were ready because they couldn’t afford to stay off.

Nearly one in five said they received no paid leave, and more than half were worried about their job security while taking bereavement time. All of this amid a fog of intense pain that it can take weeks or even months to emerge from.

Anyone classed as an employee has the right to time off work after the death of a dependant such as a partner, child or parent. However, there is no legal right to be paid except in the case of the death of a child under the age of 18.

The Herald:

The latter became the case with the introduction last year of Jack’s Law, also known as the Parental Bereavement Leave and Pay Regulations. The Chartered Institute of Personnel and Development, 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.

In the wake of the pandemic, which has put a spotlight on grief and mental health, there are sound reasons for employers to consider overhauling their bereavement policies before being forced to do so. More than half of the 1,000 people polled by Marie Curie experienced performance issues in the months after losing a loved one, with many citing a lack of support from their workplace.

One woman who received six days of bereavement leave after her father died described feelings of being “on another planet” when returning to work the following week.

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“During this time I had feedback that I wasn’t performing at the same level as other people in a similar role,” she said. “At the time I though that was a fair comment but on reflection I was going through one of the hardest times of my life. And they knew that.”

In times of crisis, some people crave the sense of normality that comes from the work routine. For others, however, a hasty return will complicate their experiences of grief.

Either way, employers need to think carefully about not only bereavement leave and pay, but also longer-term support. Failure to do so risks unnecessary emotional hardship, the erosion of staff loyalty and the burden of lost productivity.

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