Guiding employers through compassionate leave and dealing with the loss of one of their own
We learn more daily of the far-reaching and devastating consequences of last week’s Manchester bombing. Many workplaces up and down the country will be affected, as terrible news reaches family, friends and colleagues (old and new). Some workplaces will have lost employees. Staff themselves may have lost loved ones.
How should employers handle bereavement?
As an employer, what can and should you do to support grieving and shocked employees? Not just when large scale tragedies such as this occur, but any time your staff are bereaved or receive terrible news.
We wrote a blog on best practice and the legal duties when dealing with bereavement in the workplace which you can revisit in full here.
Technically, the law doesn’t require employers to grant bereavement leave to their staff.
Staff do however have the right to take a reasonable amount of time off to make funeral plans and other necessary arrangements in the event of the death of a dependant; but there is no right to be paid.
Your compassionate leave policy is there to spell out your position on providing bereavement leave – paid or unpaid. If you do not have one of these please get in touch with The HR Dept and we can help you to set one out.