By Kathleen McAdams, Albany HR.
As an expert HR consultant, I’ll guide you through creating a supportive and legally compliant approach to employee bereavement.
When an employee experiences the profound loss of a loved one, it’s a difficult time for everyone. As a business owner, your first instinct is often to offer support and empathy, but it’s also natural to wonder how to manage this while keeping your business running smoothly. I see this challenge regularly in my work with small to medium-sized businesses across Scotland. This is where professional HR consultancy services can make a significant difference.
Your legal obligations: knowing the basics
While compassion is key, there are also legal requirements in the UK you need to be aware of:
- Parental Bereavement Leave: If an employee loses a child under 18 (or experiences a stillbirth after 24 weeks of pregnancy), they are legally entitled to two weeks’ statutory parental bereavement leave. This is a day-one right.
- Time off for dependants: Employees have a day-one right to reasonable unpaid time off to deal with emergencies involving dependants, which can include arranging a funeral or dealing with immediate practicalities after a death.
Please remember that these are minimum requirements. A formal, well-thought-out bereavement policy goes beyond the legal minimums, offering stronger protection for both the employee and your business.
Beyond the law: building a truly supportive approach
To truly support your team and your business, you need a strategy that blends legal compliance with genuine care:
- Develop a formal bereavement policy: This should be supportive, practical, and clear. It outlines what employees can expect and what the business will provide.
- Train your managers: Equip your managers with the confidence and skills to handle sensitive conversations appropriately. They need to know how to respond with empathy and clarity.
- Offer flexible return-to-work options: Grief affects everyone differently. Some may need extended time off, while others find comfort in returning to routine quickly. Flexibility helps with a smoother transition.
- Provide access to support resources: Consider offering access to counselling services or an Employee Assistance Programme (EAP). These resources can be invaluable for grieving employees.
Remember, every situation is unique. The key is to be consistent and fair in your approach, while also allowing for the flexibility needed to support individual circumstances.
Why a clear bereavement policy is a win-win
Putting a written bereavement policy in place before it’s needed is one of the smartest things you can do for your business. It’s not about being cold or clinical; it’s about creating clarity and confidence for everyone involved. It allows you to manage both employee needs and business continuity effectively, ensuring support for your team member doesn’t mean halting business operations. Making your policies and support resources clear and accessible to all staff means everyone knows where they stand, reducing uncertainty during an already difficult time.
Need our help?
As an outsourced HR consultant in Edinburgh, I work with businesses like yours to draft or review bereavement policies, ensuring they are compliant and fair. I also provide training for managers on sensitive handling and consistent application, alongside guidance on supporting grieving employees. My goal is to help you balance your people needs with business continuity planning, building stronger teams and better workplaces. Let’s have a confidential conversation about how a clear and supportive bereavement policy can make a lasting impact on your business. Book a call today.
