This page contains a Flash digital edition of a book.
HR FOCUS


How do you legislate for who would count as a close relative?


EVERYBODY HURTS


Bereavement leave is an issue very few would begrudge an employee. But why is legislation around it so light?


Bereavement is a tricky issue for employers to navigate. And, as is often the case with our HR Focus, it is one of those issues that affects SMEs most. Giving your employees time off is costly for the business, whatever the reason, and dealing with a grieving employee can prove an emotional minefield. Compassion is the most important element here, as you want your worker back on an even keel as soon as possible. But how far does compassion extend? A week? Two weeks? A month?


Death affects everyone differently, but it is also worth remembering that it is a part of life. We all lose loved ones at some point, and


54 | TOMORROW’S FM


everyone handles it differently. At present, there is no statutory paid bereavement leave in place, but employees are entitled to “reasonable” unpaid time off to deal with the formalities of arranging burial and a funeral. Beyond that though, unless you have a policy written into place, it’s down to discussion between you and your employee.


How you treat your employees around the time of bereavement is an important influencing factor on how they perform when they return to work. A report published at the start of this year by the National Council For Palliative Care (NCPC) found


that a third of people (32%) who were bereaved in the last five years whilst in a job do not feel that their employer treated them with compassion.


Despite an uncertain jobs market, the research also found that more than half (56%) of the respondents said they would consider leaving their job if their employer did not provide proper support if someone close to them died.


It also suggests that there is considerable public backing for bereavement support in the workplace, with more than four in five people (87%) agreeing all employers should have a compassionate employment policy, including paid


twitter.com/TomorrowsFM


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62