Bereavement Leave Policy Optimization

The email read, "Hemant will be out indefinitely due to a family situation." Two months later, Hemant quietly returned to work. No one mentioned his mother's passing. No one knew what to say. So they said nothing. Grief in the workplace remains largely invisible, despite affecting nearly every employee at some point in their career. Consider these common scenarios: - A team member experiences pregnancy loss - A colleague loses a spouse unexpectedly - An employee's parent requires end-of-life care - How does your organization respond? Most companies limit their support to standard bereavement policies—typically just 3-5 days of leave. This approach fails to recognize grief's unpredictable nature and lasting impact. I recently witnessed the difference thoughtful grief support makes. Two companies handled similar situations very differently: Company A's approach: - Standard 3-day bereavement leave only - Immediate performance expectations upon return - No manager guidance on supporting grief - Zero follow-up or additional resources Whereas, company B provided: - Flexible, personalized return-to-work planning - Regular check-ins without performance pressure - Manager training on supporting grieving team members - Connection to grief counseling resources Their employee not only stayed but later shared, "How they supported me created a loyalty no compensation package could match." The business case is clear. Meaningful grief support directly impacts retention, engagement, and team cohesion. PS: How might your grief support policies need updating?

Hot take: Employers, it’s short-sighted to be stingy with paid bereavement leave. I saw this tweet about Matthew Perry and his castmates and I thought, in most workplaces, if a beloved friend dies, you aren’t even eligible for paid bereavement leave. There are a hundred different scenarios where your employee is deeply impacted by the death of someone who does not meet your definition of “immediate family.”  To which you, the employer, reply, “Well, we give employees the ‘flexibility’ to take their PTO if they need time off to attend a funeral for someone who isn’t immediate family.” That’s nice. But realistically, that works better in January than it does at the end of October. There’s a decent chance employees have already used most of their leave, or have earmarked it for vacation time (or a medical leave of absence) later in the year. “In that case, the employee can take leave without pay if they don’t have PTO available.” Sooo, you make employees choose between attending a funeral for a loved one, and a whole day of pay? 🤔 “Fine,” you say, “But allowing employees to take off whenever anyone dies will impact productivity.” Do the production lines literally grind to a complete halt while Jim attends the funeral of his aunt who was like a mother to him? Does the company shut down if Kelly's phone isn't answered for a day? Probably not. Chances are, you can accommodate. Sometimes people we love die without regard to how busy it is in our office or whether it's a peak period or just before a big deadline. “What if an employee has more than one death in a year? Do I have to pay them every time?” Yes, Grinch. You should give that employee your empathy along with some extra grace as they deal with grief upon grief. “We had an employee lie about their grandma dying, just to get bereavement leave.” Don’t make one person’s misguided policy violation the reason for your draconian bereavement leave policy. What is it about your corporate culture that makes employees feel like they have to lie in order to access time away from work? There’s a compelling case for offering expanded, flexible bereavement leave, without regard to who was related to whom, and when, how much and how often it may be taken. 💡 It demonstrates empathy and compassion towards employees during difficult times. It makes them feel seen. 💡 It helps employees cope with the loss of a loved one without the added stress of work responsibilities. Chances are they aren’t doing their best work in the midst of the roller coaster that is grief. 💡 It boosts your company’s reputation, positioning you as an employer that values work-life balance and supports its employees' well-being.   Employers, try playing the long game when it comes to bereavement time off. Give your employees agency. This will go a long way toward improving morale, engagement, and loyalty. #grief #bereavement #workplaceculture

The Unspoken Challenge: Supporting Grieving Employees in a Compassionate Workplace Death is an inevitable part of life, and it inevitably impacts the workplace. Yet, many organizations struggle to address grief effectively, leaving employees feeling unsupported and alone during a profoundly difficult time. I wanted to share some insights on this sensitive but crucial topic, inspired by the recent discussions around the tragedy of the flight disaster and the added pain caused by delayed family notifications. While that situation highlights systemic failures at a massive scale, even smaller, everyday losses can have a significant impact on an individual's ability to work and contribute. The Realities of Grief in the Workplace: • Reduced Productivity: Grief can significantly impact focus, concentration, and overall productivity. • Increased Absenteeism: Grieving employees may need time off to attend to personal matters, manage their emotions, and attend funerals. • Impact on Morale: Unresolved grief can affect team morale and create a sense of unease. • Risk of Burnout: Trying to suppress grief while maintaining a demanding work schedule can lead to burnout and mental health challenges. Practical Strategies for Employers: • Review Bereavement Leave Policies: Ensure your policies are compassionate, flexible, and inclusive, covering different types of loss (not just immediate family). • Offer Employee Assistance Programs (EAPs): Provide access to counseling services and grief support resources. • Train Managers on Grief Awareness: Equip managers with the skills to recognize signs of grief, offer empathetic support, and make reasonable accommodations. • Foster a Culture of Open Communication: Encourage employees to talk about their feelings and needs without fear of judgment. • Provide Flexible Work Arrangements: Offer options such as remote work, flexible hours, or reduced workloads to help grieving employees manage their responsibilities. • Be Mindful of Anniversaries and Special Dates: Check in with grieving employees on anniversaries or other significant dates that may trigger difficult emotions. • Offer Practical Support: Consider providing practical assistance such as meal delivery, transportation, or childcare. • Remember that Grief is Individual: There's no one-size-fits-all approach to grief. Be patient and understanding, and respect each employee's unique journey. The Bottom Line: Creating a compassionate workplace that supports grieving employees is not just ethically sound; it's also good for business. By investing in employee wellbeing, you can foster a more engaged, productive, and resilient workforce. We can create organizational cultures that recognize and validate human experiences, including grief, leading to more authentic and supportive environments. #GriefSupport #EmployeeWellbeing #HRManagement #MentalHealth #Leadership #CompassionateLeadership #WorkplaceCulture #Bereavement #HumanResources

BEREAVEMENT POLICY📝 vs. BEREAVEMENT SUPPORT🫶 Policy = (who, what, when, where) Support = (how) POLICY → Define who is eligible and when → Explain amount of time off → Define when time can be taken → Outline additional benefits available → Describe location of benefit contacts SUPPORT → Reaction: How you and managers react to the the news → Communication: How you communicate internally and externally about the leave → Organization: How you organize redistribution of work, shared documents for alignment, distribution of resources, tracking of responsibilities → Re-entry: Alignment plan for adjusted workload, adjusted schedules, adjusted performance evaluation, training for teammates on how to receive their bereaved teammate → On-going Support: How you structure check-ins, stay aligned on expectations, monitor well-being & balance with performance

Just talked to a woman in HR who changed their bereavement policy recently. She recognized the way they actually show up is much different than what the policy says. So she changed it. From: a max of 5 days for the loss of a child to: 20 days, regardless of relationship. Policy calls out 'you decide who you love' like this: ...applies not only to biological family members but also to those with whom employees share significant emotional bonds, such as close friends or chosen family. Employees are not required to justify their relationship to the deceased beyond a general acknowledgment.... And non-consecutive. And flexible over 6 months. And available to all employees. CHANGE. 🔥