How Modern Employers Can Support Staff Returning To Work Following Compassionate Leave
Employers ought to treat their staff with compassion when they have experienced the loss of somebody close to them. Before staff sign on the dotted line to start working for your business, you should include your stance on compassionate leave in their employment contract and whether it’s paid or unpaid. The law states you are allowed time off in an emergency to help deal with people in your life who depend on you, such as a child, parent, spouse, partner, or grandchild. Employers in 2022 need to ensure they do their utmost to check in on the welfare and happiness of staff members and pick up on any concerns. Remember, a happy team also tends to be a more productive one. Find out more here in our guide to how modern employers can assist staff returning to work following compassionate leave. How modern employers can support staff ? How Modern Employers Can Support Staff Returning To Work Following Compassionate Leave?
Make Provisions To Support Your Employees’ Mental Wellbeing
In 2022, we appreciate the importance of mental health and the employer’s role in monitoring the wellbeing of workplace employees a fair bit more than we used to. Returning to work after the bereavement of somebody can be an extremely challenging experience for your employees. They may still be going through feelings of trauma and grief on the inside, without giving any clear signs indicating that the bereavement is affecting them. You can provide in-house counselling and therapy services to provide emotional support to your staff from professionally trained individuals, or you can make sure managers go on recognised mental health and wellbeing courses. Alternatively, you can bring in trained individuals from outside your organisation. If you are particularly worried that a staff member in your business may not be coping or is experiencing a breakdown or serious mental health issues, it’s a good idea to call 999 or 111 and seek further medical assistance to get them the help they really need. It’s an employer’s duty to take proper care of all their staff.
Provide Career-Centred Mentoring Sessions
After taking a little time off work, your employee may need to refresh themselves on a few things, especially if your business is in a fast-paced industry where a lot can happen in a short space of time. Try and help them get back up to speed at work while being conscious of not piling on too much pressure, which could cause unnecessary stress and angst, as they will most likely still be going through a lot. Providing staff with mentoring sessions from an experienced professional in the same or a similar field could help to give them some essential career tips and advice to support their future development at work. If you’re interested in getting employees who have just returned from compassionate leave motivational mentoring sessions, check out PushFar, a modern mentoring platform. It’s always nice for your employees to hear career advice and pointers from people who’ve been there, done it, and got the t-shirt. Keeping the mind of your employee who’s gone through a recent bereavement focussed and properly concentrated at work could help improve their mental wellbeing and happiness, and mentoring could help with this.
Make Sure There Are Good Listeners On Hand
The ability to listen well is a real skill. Employees experiencing grief and bereavement need to know there are approachable staff members that they can go and talk to without any hassle. Therefore, you ought to make an effort to train the managers in your company on how they can listen brilliantly to staff in the team they are responsible for managing. Emotionally supporting employees right across your business is all about having approachable managers. If staff see managers as being unfriendly, mean, or cold, they are much less likely to go and discuss their problems openly with them. It’s no use keeping all your feelings bottled up when navigating your way through the bereavement process. Talking about things with someone else can really help make you feel a little lighter. It’s widely believed in medical circles that talking therapies can bring a range of benefits to our mental health. However, remember not to be too pushy about forcing employees to speak about anything they may not want to.
Try Not To Rush Things
When dealing with people who have recently gone through a bereavement, slowly does it tends to be the best approach to things. Try to avoid rushing them into things and appreciate that they may find everything a little tricky at first. However, you are still allowed to keep a watchful eye on their performance levels and have a private conversation with them if you notice a pattern emerging of their output declining significantly at work. Grief isn’t really a clear-cut process, things can be vague, and there’s no finite endpoint to it, so there’s no need to rush things after staff return to work from compassionate leave. Whether staff are working in an office or remotely from home, employers must do all they can to support their emotional wellbeing and check up on them following a bereavement. Modern employers have to recognise that their company would cease to make money and exist without the dedicated staff, so their wellbeing is important.
