Friday 23rd June 2023 will be International Widow’s Day, a day marked around the world by the United Nations and dedicated to promoting the rights and needs of widows globally.
Whilst International Widows Day is not a day UK employers are expected to acknowledge in any way, it is an opportunity to examine to needs of widowed people in the workplace.
In this blog, we will be looking at what UK employers are expected to do for their employees that are sadly widowed during their employment and what, if any, adjustments should or could be made. If you are an employer that is wanting to effectively and compassionately manage an employee that has lost their partner or spouse, yet at the same time protect the needs of your business, please read on.
What Is International Widow’s Day?
Since 2011, the United Nations has observed 23rd June as International Widows Day (resolution A/RES/65/189). The aim of the day is to draw attention to the voices and experiences of widows around the world and to galvanize the unique support that they need.
According to the UN website,
“For many women around the world, the devastating loss of a partner is magnified by a long-term fight for their basic rights and dignity. Despite the fact that there are more than 258 million widows around the world, widows have historically been left unseen, unsupported, and unmeasured in our societies.”
In the UK, there are currently an estimated 3 million widows. Whilst there are no easily available statistics for how many of those widowed people are currently in the UK workforce, it’s likely – given that more and more people are retiring later in life – that a good proportion of them will be.
This means that, if you are a UK employer, particularly in a larger firm, it’s likely you will eventually have to deal with an employee whose spouse or partner dies. Hence, it’s good to be prepared.
What Should Employers Consider When Managing An Employee That Is Widowed?
When dealing with an employee that is widowed, UK employers and managers should consider a range of factors, including emotional support, legal obligations and available benefits. Here are the main factors to bear in mind;
- Be Compassionate
When someone’s partner or spouse dies, the bottom can fall out of their world, so it’s crucial that, as their employer, you are as compassionate and empathetic as possible. As an employer, you should try to be sensitive to the emotional impact of bereavement and offer your understanding and support to the widowed employee.
In particular, try to recognise that grief is a personal and multifaceted experience that may affect all areas of the employee’s life, from their performance at work, to their emotional well-being, to their home and childcare arrangements. Above everything else, your bereaved employee will need your compassion.
- Offer Time Off For Bereavement
While there is no legal requirement for paid bereavement leave in the UK, employers are encouraged to provide a reasonable amount of time off, to allow employees to deal with the practicalities and emotional impact the death of a partner or spouse brings. Undoubtedly, your employee’s life will have changed beyond recognition, and they will likely need a period of adjustment to organise the funeral, deal with the plethora of admin that accompanies a death, make adjustments for their children or rearrange other caring responsibilities.
By offering your employee time off, via compassionate leave, emergency leave or by allowing them to use accrued paid leave, you can help them to better cope with their bereavement, both practically and emotionally. Remember to take each situation on a case by case basis; some employees may need a lot of adjustment time to deal with their grief, whilst others may want to ‘get back to normal’ as quickly as possible.
- Consider Flexible Working Arrangements
As already mentioned, when an employee’s partner or spouse dies, their homelife arrangements often require considerable readjustments. Particularly if young children are involved, they may now need to be home more or at different times of the day, or they may have other responsibilities that may impact on their previous working hours.
As such, you should consider any request for flexible working arrangements, such as adjusted working hours or remote working, to accommodate the employee’s needs during the grieving process or more long term correctly. Failure to follow the appropriate process for considering a statutory flexible working request will make the organisation vulnerable to challenge. Obviously, in some cases or for some workplaces, this is simply not feasible. However, where it is possible, making such adjustments will help your employee to manage their personal affairs and regain their emotional balance, whilst still being a productive member of your team.
- Signpost Employees To Support Services
If available at your workplace, inform your widowed employee about any support services they may be entitled to access, such as employee assistance programs (EAPs) through your occupational health provider, counselling services or bereavement support groups. If there is nothing like this available in your workplace, find out where your employee might be able to access these services outside of the workplace and provide links or introductions for them.
Often, widowed employees are dealing not only with their own grief, but the additional grief of other family members, such as children and parents of the deceased. This means they can neglect their own grief or needs in favour of others. As a responsible employer, by signposting your employees to services that could support them, you may be providing a vital service that no one else has thought of and thus further helping them to navigate their grief.
- Communicate And Check-In Regularly
Every bereaved person is different; they will deal with their grief in their own way and have their own set of circumstances to navigate. As such, it’s crucial you provide a bespoke approach and don’t try to implement a ‘one size fits all’ solution. Moreover, employees may not be forthcoming about their challenges and may suffer in silence, for whatever reason.
This is why regular conversations and ‘check-ins’ with your employee are crucial. Do not assume they are OK and dealing with their grief, instead be proactive and ask your employee how they are doing and what they need from you. Regularly check-in with them to see how they are coping. Maintain open lines of communication at all times, and encourage your employee to share their needs and concerns with you. This not only demonstrates your support and shows that you value their well-being, but it also allows you to deal with any issues before they become a problem to your business.
- Be Mindful Of Your Legal Obligations
Under UK employment law, employers must adhere to various employment laws related to bereavement, such as the right to time off for dependents. Ensure you are familiar with these laws to fulfil your legal obligations, which may include granting time off for funeral arrangements or related responsibilities.
Remember that what an employee needs and what they are legally entitled to might be different, and that any needs of the employee must be balanced with the needs of the business. Communicate with your bereaved employee and be generous if you can. But, should you not be able to offer support or time off over and above your legal requirements, make sure you communicate the reasons effectively with your employee, to avoid conflict or further distress. You may be able to agree to them taking some of their annual leave or unpaid leave it this is an option. Remember that your employee may be emotionally overwhelmed at this time and may not be in the best frame of mind for resolving conflict effectively, so act compassionately and accordingly.
- Pension And Insurance Benefits
Depending on your company policies, your widowed employee may be entitled to specific pension and insurance benefits, such as survivor’s pension, life insurance or death in service benefits. It is your responsibility, as the employer, to provide clear information to your employee about any benefits they may be entitled to, and to assist the employee in understanding and accessing them. If you are unable to help them with this, ensure you signpost them to someone who will be able to help.
Remember That Your Widowed Employees Need Support
Above all, it’s crucial to remember that all employees who experience the death of a partner or spouse will be unique. They will have experienced a life-changing event that will require compassion and empathy.
Given the UN statement above that “widows have historically been left unseen, unsupported, and unmeasured in our societies”, it’s vital that, as an employer, you do not contribute to a bereaved employee feeling any of this loneliness or invisibility.
Whilst certain things, such as your legal responsibilities as an employer, will be applicable to all bereaved employees, other factors, such as the level of emotional support they require or the amount of time off they need, will be completely individual. It may also change on a week-by-week basis.
As such, it’s important to remain flexible in your approach and provide a tailored response. If in doubt, seek help from your HR consultant or provider, to ensure your response is not only appropriate but is also up-to-date in terms of the latest laws and requirements.
Contact Metis HR For HR Advice In Dealing With Widowed Employees
If you have a bereaved employee and would like some advice on how best to manage them, then Metis HR are here to help.
Based in Rossendale, Metis HR supports businesses of all sizes in all sectors. We protect employers from their own employees. Here at Metis, we understand that the needs of the widowed employee must be balanced with the needs of your business and that, whilst you need to be a compassionate and kind employer, you also need to ensure your business is not negatively impacted in any way.
Our experienced and knowledgeable HR experts can ensure you are providing the right support to your employee at the right time, whilst still prioritising the demands of running your business.
To access our help, please use the contact form on the website, email info@metishr.co.uk or give us a call on 01706 565332.
