I had just returned to the office after spending a day celebrating the life of my uncle. Ironically, one of the first emails I checked after being away included an article that resonated deeply with what I had just experienced. The article, “Is It Time to Rethink Your Bereavement Leave Policy?” from ExtensisHR, caught my attention immediately. Here is a link to the article should you want to read it yourself.
https://extensishr.com/resource/blogs/bereavement-leave-policy/
As I reflected on the several days that had just passed, I couldn’t help but think of how my cousins had navigated the events surrounding my uncle’s passing. With grace, they managed to honor his memory, share stories, and, in many ways, carry out his legacy. Socializing, gathering people together, and ensuring no one felt like a stranger—these were the things my uncle did best. Of course, there were moments of sorrow, but my uncle would have been proud of how the weekend unfolded—the laughter, the shared stories, and the overwhelming love that filled the days.
What I didn’t see were the countless hours of behind-the-scenes “work” that went into organizing the events. From planning the service to managing logistics and coordinating with others, the responsibility was immense. And it doesn’t end once the funeral is over. The article I read mentions, “It’s been found that settling the affairs of the deceased—including arranging a funeral, claiming benefits, and managing assets—takes between 12 and 18 months. And of course, the time required to grieve and heal from a loss is unquantifiable.”
Woah, this time frame really struck me! While we were busy honoring my uncle’s memory, I couldn’t help but think of the toll this could take on my cousins. In the moment, they are surrounded by family and friends ensuring that my uncle’s legacy was celebrated with love and unity. But what about after we say farewell? What about the months ahead, when the grieving process will continue, and the administrative and emotional weight will still be there?
It hit me; I just hope that my cousins’ employers are understanding and supports them during this time. They deserve time to grieve, process and handle the inevitable responsibilities that come with losing a loved one; especially their father. While the love and support of family and friends certainly is crucial in the healing process, there is a real need for flexibility and empathy from the workplace. It’s a reminder that bereavement leave policies need to reflect not just the emotional impact of losing someone but the significant amount of time and energy that goes into managing life after loss.
Currently there is no federal law requiring employers to offer bereavement leave, and some businesses don’t provide it at all. But giving employees enough time to grieve isn’t just good for their well-being, it can also benefit the company in the long run. There are ways businesses can support grieving employees, which can also help boost morale and productivity.
If you are looking to improve your company’s bereavement leave policy, here are a few ways to show your employees you truly care from the article referenced earlier:
- Give Time Off: Offer paid leave and consider additional unpaid time off to give employees the space and time they need.
- Be Flexible: Grief doesn’t follow a timeline. A flexible policy that allows employees to take time off intermittently can make a big difference.
- Redefine Bereavement: Expand your policy to include friends, extended family, pregnancy loss, or even pets. Show your employees that you understand the diverse ways people experience loss.
- Trust Your Employees: While it’s important to keep records in some situations, a detailed paper trail shouldn’t be the focus when an employee is grieving.
- Connect Employees with Resources: Provide information on counseling services or other support systems that can help them during this difficult time.
Offering bereavement leave isn’t just about being kind; it is a way to support your employees’ through one of life’s hardest moments, but you will also strengthen your company’s culture and reputation. Giving them the time to grieve and heal shows that you see them as people, not just as employees.
