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23/10/2007
Guide Tackles Workplace Bereavement
A charity has launched a guide, which aims to help employers deal with employees suffering a bereavement.
The 'Grief at Work - Developing a Bereavement Policy' was published by the Irish Hospice Foundation (IHF), after a survey commissioned by the charity found that most organisations do not have clear guidelines on managing bereavement in the workplace.
The survey of 34 organisations found that 88% did not have written bereavement policies, while only 15% had policies in place for supporting employees caring for a seriously ill relative.
However, 94% said that they believed that an employee's work performance is, or could be, affected by bereavement, while 62% believed that there could be health and safety implications for employees who were bereaved.
The survey also found that 91% had some form of compassionate leave for employees and half allowed managers to use discretion in relation the number of days leave provided.
Around 300,000 people - or one in 10 of an organisation's workforce - can be directly affected by bereavement each year, the IHF said.
Congress General Secretary David Begg said: "The single most important factor in coming to terms with grief is social support. Most companies are good at short-term support for employees, but may not understand the need for long-term support. Yet it can be six to 24 months before the full impact of the loss begins to sink in.
"A workplace that proactively helps bereaved employees to come to terms with their loss is also supporting their return to productivity and avoids unnecessary turnover of staff. It may also help to reduce sick leave resulting in significant savings."
Breffni McGuinness, author of the report and IHF training officer, said: "Death can be seen as a taboo subject, which is best avoided or dealt with privately. But you don't have to be an expert on grief to be able to make a positive difference. Bereaved employees are looking for understanding, flexibility and discretion. Many line managers are sensitive and supportive to bereaved employees but putting a policy in place ensures consistency."
(KMcA)
The 'Grief at Work - Developing a Bereavement Policy' was published by the Irish Hospice Foundation (IHF), after a survey commissioned by the charity found that most organisations do not have clear guidelines on managing bereavement in the workplace.
The survey of 34 organisations found that 88% did not have written bereavement policies, while only 15% had policies in place for supporting employees caring for a seriously ill relative.
However, 94% said that they believed that an employee's work performance is, or could be, affected by bereavement, while 62% believed that there could be health and safety implications for employees who were bereaved.
The survey also found that 91% had some form of compassionate leave for employees and half allowed managers to use discretion in relation the number of days leave provided.
Around 300,000 people - or one in 10 of an organisation's workforce - can be directly affected by bereavement each year, the IHF said.
Congress General Secretary David Begg said: "The single most important factor in coming to terms with grief is social support. Most companies are good at short-term support for employees, but may not understand the need for long-term support. Yet it can be six to 24 months before the full impact of the loss begins to sink in.
"A workplace that proactively helps bereaved employees to come to terms with their loss is also supporting their return to productivity and avoids unnecessary turnover of staff. It may also help to reduce sick leave resulting in significant savings."
Breffni McGuinness, author of the report and IHF training officer, said: "Death can be seen as a taboo subject, which is best avoided or dealt with privately. But you don't have to be an expert on grief to be able to make a positive difference. Bereaved employees are looking for understanding, flexibility and discretion. Many line managers are sensitive and supportive to bereaved employees but putting a policy in place ensures consistency."
(KMcA)
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