In September, ACAS issued updated guidelines on bereavement in the workplace. With around 1 in 10 of us having been affected by bereavement, and a third who’ve suffered bereavement in the last 5 years saying they were not treated with compassion by their employers, this should be one of the top priorities when assessing workplace policies.
Many of your clients will have lost one of their loved ones, so understanding more about how to deal with underlying concerns within their daily life could see you developing from being satisfactory at client communication, to being a true professional who truly empathises with what the person is going through. Being a legal professional, you could also offer much needed advice on how to cope with what arises from losing someone.
The new ACAS guide was developed in partnership with Cruse Bereavement Care; bereavement leave campaigner and trainer, Lucy Herd; and various other organisations.
Although ACAS guidelines are not strictly law, they do hold strong when used as supporting documentation in various proceedings.
The so-called “good practice” advice provides employers with an overview on how to treat their members of staff should they suffer bereavement. It touches on important areas to consider, such as understanding everyone will react differently, as well as recover at different rates. A swift return to work for some, may not always mean they don’t require further support. Employers need to consider the circumstances when making judgements on how to handle the situation.
A clear bereavement policy needs to be in place, so staff are aware of the process they should follow, as well as how to adapt should a colleague be grieving.
Employers should be aware that not only do they need to be empathetic towards the bereaved, they are also advised to train staff on communication and supporting those who are grieving.
Though the grieving process can start long before someone has passed away, the bereaved may not experience the full impact until sometime after the death. Employers need to be mindful of this and provide a flexible approach to work schedules, in order to accommodate family and changing emotions.
Wills and probate professionals should take note of this advice, not only for your own employee’s needs, but to offer a form of support to clients on a wider scale.
