National Grief Awareness Week

National Grief Awareness Week will take place between 2nd – 8th December 2022. The purpose of this week is to raise awareness across all aspects of grief and loss on a national scale. This year’s theme is “To open conversations and to normalise grief”.  

Losing a loved one can have a devastating impact upon anyone. When we lose someone important to us, life as we know it feels as though it has come to a halt. It can be difficult to navigate and learn how to manage a “new normal” approach to life.  

Coping with bereavement at work can be a particularly challenging and emotionally fragile time. The process for grieving a loss is unique to the individual, as is the timeline. Employers should be mindful that this is a delicate process, and it is essential to underline the importance of providing a working environment that is both supportive and accommodating to a bereaved employee.  

The implications of bereavement within the workplace can contribute to wider management concerns, including extended absenteeism, reduced performance and productivity, as well as having a long-term impact upon an employee’s mental health.  

We have outlined some practical advice and guidance below, so that you can effectively support employees through their grief.

Implement Bereavement Policies

Legislation within Northern Ireland remains limited on the subject of bereavement leave. All employees are entitled to reasonable time off without pay to arrange or attend the funeral of a dependent. However, as an employer this doesn’t mean that you can’t apply your own bereavement guidelines or payments within the workplace.  

Employers should be conscious that setting limits to leave should be assessed with sensitivity and based on individual circumstances, as well as the employee’s relationship to the deceased. There may be a general consensus to offer longer bereavement leave to those that are closer in relation to the deceased however, it is important to recognise that other family members like Aunts, Uncles or Cousins etc. may be the closest relative to an individual. Therefore, employers are encouraged to understand the circumstances of the grieving employee, as their family dynamic may differ from others – one rule does not fit all.  

With this in mind, keep your policies open and flexible for all employees. You may wish to adopt a Compassionate Leave policy which factors in the above details but also outlines the duration of leave, notification procedure and payment information (if offered). 

Furthermore, as of 6th April 2022, the Parental Bereavement (Leave and Pay) Act was approved in Northern Ireland, providing employees with two weeks’ leave if they lose a child under 18 or suffer a stillbirth after 24 weeks. For further information on this legislation or how to implement this policy with your workplace, please see our Parental Bereavement Leave 2022 article: Parental Bereavement Leave 2022 – Think People Consulting Ltd

Create a Supportive and Safe Working Environment.

Grief is an individual process. Some employees may prefer to come back to work as soon as possible, to take their mind off the situation or how they’re feeling, others may want to take their time to reflect on their loss. It is difficult for employers and management to know and understand what an employee is going through, without having an initial conversation. Conversations about employees returning to work may not be appropriate during the early days of bereavement, therefore managers are encouraged to organise a check in call or meeting, at an appropriate time for the employee. A grieving employee will appreciate that their manager has taken the time to check in on how they are feeling and that they have offered their support during a challenging period in their life. Furthermore, it also provides the opportunity for an employee to, in time, discuss their return to work and any necessary adjustments to facilitate a comfortable return to the workplace.  

How Managers Can Support Grieving Employees

It is essential for managers to understand the needs of their colleagues who are experiencing grief. Managers are not there to counsel an employee, but to listen carefully and approach an employee’s needs on an individual basis. Managers may deal with grief differently to others, so it is important to remain impartial and to focus on the concerns of the employee. This can be facilitated through catch-up or check in meetings with the employee (if previously agreed) to review the situation and how they are feeling – keep the dialogue open and flexible. To support and equip managers to enter sensitive and challenging conversations, employers should ensure that they are providing training for their managers which allows for both learning and skills practice – so that they are confident and competent to support their teams in difficult times. 

Register

On Monday 23rd January 2023, our team will be delivering a ‘Having Powerful Conversations’ workshop designed to equip you with the tools to approach difficult conversations in the workplace.  

There are still some spaces available and you can register for the event here >> https://www.eventbrite.com/e/having-powerful-conversations-registration-195153137287