There’s no single figure for the time taken off work for grief. Which makes sense because grief impacts us all in different ways. Grief isn’t just losing someone to death, there are many types of grief. They all can an effect on our productivity and our overall wellbeing. An average of 22 – 30 working days a year are estimated to be lost for intense grief.
This is longer for parents who have lost a child. Some studies showed that they’re 9% less likely to be employed twelve months after bereavement. So, where is the understanding and support for employees when it comes to grief? Grief can show up when we least expect it and it doesn’t just stop. It can become more manageable but sometimes, it may catch us off guard and our mental health can take a dip. Impacting how productive we may be at work.
What is Presenteeism?
Absenteeism is a normal part of grief and bereavement leave. We need time to not only grieve but to slightly adjust to the loss of someone. A part of grief that isn’t spoken about quite as much is presenteeism.
Presenteeism is being physically present at work but mentally and emotionally absent. A lack of productivity when it comes to tasks and a lack of contribution and engagement with peers. This can be due to not enough time off work to adjust. This can also lead to denial when it comes to being ready to go back to work. Communication can be broken down and without the correct support, work becomes secondary. Meaning that grief can feel all consuming.
This can actually be a bigger issue for businesses than absenteeism. Around 57.5 days per year can be lost due to presenteeism in grieving employees. Marie Curie conducted research that showed bereaved employees work at around 70% of their normal productivity in the first six months. Rising to around 95% capacity in the second six months. This evidence shows the mental and emotional toll that bereavement can take on an employee. Losing someone close whether this is due to death, dementia, addiction, illness or even a separation such as divorce can form different types of grief. Such as delayed, prolonged and masked grief.
Beyond Bereavement Leave
The average bereavement leave in the UK is around 3 to 5 days. Let that sink in, 3 to 5 days to grieve a family member, someone you may have known your entire life. Dedicating 3 to 5 days for that person to mourn, reminisce and grieve. There is no statutory right to bereavement leave, except two weeks of leave for parents who lose a child under 18.
The time off and whether it is paid, is due to the employer’s specific policy. Highlighting paid bereavement leave as a perk or benefit is often quite common but completely ridiculous. Paid bereavement leave should be given and if an employer truly appreciates an employee and their wellbeing, support will be given. Not just paid bereavement leave but other processes should be in place.
Keep In Touch Days
KIT (Keep in Touch Days) are not a legal requirement for bereavement leave in the UK. Unlike with maternity and adoption leave, KIT days should be outlined in your contract and company policy. KIT days enable employers to have compassion for an employee experiencing loss, with clear communication and support in returning to work.
Staggered Return to Work
Once again, this isn’t a legal requirement and will be outlined in your contract or company policy. A phased or staggered return to work enables an employee to gradually take on responsibility to adjust to normal working hours and responsibilities. You should talk to your employer and as hard as it may be, establishing that communication early on can make those conversations easier. That support can really help with understanding and to keep that conversation and communication going. Also giving your employer time to plan and put things in place due to absenteeism or even to help aid with presenteeism on your return to work.
Counselling
Also not a legal requirement but employers who truly care about employee wellbeing will have an EAP (Employee Assistance Programme) in place or will work with specialist providers and external charities or organisations. This may be a variety of different coping strategies and services such as helplines, online chat, in-person or virtual therapy that can be accessed via the EAP. Many businesses will provide a set number of free sessions for employees but you should check with your employer and likewise, they should make you aware of this.
Signposting to Services
Another feature of many EAPs is signposting to other services and working with external providers to provide employee support with grief. Resources and external providers are experienced and equipped to help with all types of support from grief. Employers who truly value you will make you aware and signpost to these services.
Benefits of Supporting with Bereavement
Truly showing that an employee is valued is so much more than a sympathy card that may actually bring up more emotions and feelings for an employee. It’s providing support in different ways, which in turn will help with unavoidable presenteeism and productivity may be more present than you think, due to the employee having that support. In turn, possibly making employee retention greater.
Book a Grief Workshop For Your Business
We provide strategic grief workshops that break that stigma of talking about grief and in turn help support employees with the loss of productivity due to absenteeism and presenteeism from grief. Giving employers the tools to support employees with grief. Contact us to find out more about our grief workshops.