An essential part of employee welfare, compassionate leave provides time off for personal emergencies. Whether it’s due to the death of a loved one, caring for a family member in need, or dealing with an unexpected crisis, this time off allows employees to manage personal challenges without the stress of work obligations. Below we explore the key points of compassionate leave, its policies, and how employers can support their staff during these difficult times.
What is Compassionate Leave?
Compassionate leave refers to time off from work granted to employees in response to serious personal issues. These can include events such as the death of a close relative, the illness of a dependent, or an emergency requiring immediate attention. The purpose of compassionate leave is to give employees the time they need to deal with such situations without the pressure of workplace responsibilities.
Examples of Compassionate Leave:
- Caring for a relative or dependent with a serious illness or injury
- Death of a close relative or dependent
- Dealing with last-minute childcare emergencies
- Being involved in a serious accident or crime
- Dealing with a home incident like a fire or flooding
Are Compassionate and Bereavement Leave the Same?
Though similar, compassionate leave and bereavement leave are not the same:
- Bereavement leave is specifically for the death of a family member or dependent.
- Compassionate leave is broader and can cover a range of personal emergencies, including serious illness or injury of a loved one or being the victim of a crime.
What Are The Policies for Compassionate & Bereavement Leave?
In the UK, there is no legal obligation for employers to provide compassionate leave, except for statutory parental bereavement leave. This entitlement allows parents who lose a child under 18 or experience a stillbirth to take time off to grieve, with statutory pay during this period.
For other situations, the provision of compassionate or bereavement leave depends on the employer’s policies. Under the Employment Rights Act 1996, most employees have the right to take a “reasonable” amount of unpaid time off to deal with unforeseen emergencies involving a dependent or immediate family member. This includes situations such as caring for a dependent who is ill or making funeral arrangements following the death of a close relative.
How Much Time Off Are Employees Entitled to & Is It Paid?
The amount of compassionate leave offered varies by employer, with many providing around 5 days. However, this is not legally required, and some companies may offer more or less, depending on their policies. According to CIPD research, the most common length of paid leave is 3-5 days (40%), followed by 1-2 days (14%), with about 12% of employers offering 2 weeks of paid leave for bereavement.
Regarding pay, there is no legal obligation for employers to provide paid leave for compassionate reasons. While some employers do, others may provide unpaid leave or a combination of both. The above study also found that 80% of employers provide paid bereavement leave for close family members.
Why It’s Important to Offer Compassionate Leave
Offering compassionate leave is crucial for both employee well-being and organisational productivity. It demonstrates empathy and support during challenging personal situations, helping to maintain trust and loyalty. By providing compassionate leave, you can reduce the stress employees face, allowing them to return to work when they are ready, which ultimately boosts long-term retention and morale.
Having clear and transparent company policies is essential to ease the stress employees may experience during challenging times. Well-defined policies not only manage expectations but also reassure employees that they fully understand their entitlements and the support available when they need it most.
How to Support Your Employee During Compassionate Leave
When employees experience a personal crisis, how an employer responds can make a significant difference in their ability to cope with the situation. Offering both practical and emotional support is crucial. Here are some ways employers can help:
1) Include Compassionate Leave in Your Time-Off Policy
As mentioned, it is important to make your company’s time-off policies clear and comprehensive, including specific details for compassionate and bereavement leave. Transparent policies help employees understand the support available to them, reducing confusion or stress when they need to take time off. Provide detailed information on how to request leave, the amount of time allowed, and any conditions or exceptional circumstances that may apply.
However, a study by C.P.J. Field found that 94% of employees who experienced bereavement felt that employers should be more flexible with their policies, highlighting the importance of offering adaptable support during distressing times.
2) Offer Flexible or Hybrid Working
For employees ready to return to work but unable to resume a full-time schedule, consider offering flexible or hybrid working arrangements. This might include remote work, adjusted hours, or a gradual return to full-time duties. Flexibility allows employees to reintroduce a sense of routine while managing personal responsibilities. Use performance metrics to track progress and workload, helping to support a smooth transition without placing undue pressure on the employee. This approach balances the needs of the individual with the requirements of the organisation, promoting a supportive and effective return to work.
3) Use Emotional Intelligence
Emotional intelligence plays a crucial role in these situations. When an employee requests compassionate leave, take the time to listen to their concerns and respond with empathy. Acknowledge the difficulty of their situation and offer genuine support. Be careful not to pressure the employee to return to work too soon or to share more details than they are comfortable with. Showing understanding and respect for their needs helps create a supportive environment during a challenging time.
4) Add Mental Health Support to Your HR Policies
Grief and personal crises can have a significant impact on an employee’s mental health, making it crucial to offer support beyond just time off. Consider providing access to mental health resources such as Employee Assistance Programs (EAPs), counselling services, or stress management programs. By cultivating a supportive and open culture around mental health, you can encourage employees to seek help when needed. This not only demonstrates that you care about their well-being, but also contributes to a positive workplace culture where employees feel valued and supported.
5) Communicate Clearly About Expectations
During compassionate leave, clear communication about expectations can help reduce anxiety. Ensure that employees know how and when to contact you for any necessary updates, while also respecting their space. Let them know if their workload will be managed by others during their absence or if they need to check in for any urgent matters. Keeping communication channels open helps employees feel supported and reassured.
6) Provide Paid Leave or a Paid Leave Option
While it’s not legally required in the UK, offering paid compassionate leave can greatly reduce the financial stress employees may experience during distressing times. Some employers offer paid leave for a limited number of days or pay employees for a portion of their compassionate leave. If full pay is not possible, consider offering paid leave for a few days to ease the burden.
7) Be Understanding with Deadlines and Workloads
When employees return to work after compassionate leave, they may need time to readjust to their role. Be flexible with deadlines and workloads, allowing them to catch up at a pace that is manageable. Avoid overwhelming them with sudden tasks or unrealistic expectations, as this can add unnecessary pressure during an already challenging period. Don’t forget to acknowledge and recognise colleagues who stepped in to support during the employee’s absence. Recognising their efforts helps maintain a positive team dynamic and reinforces a culture of mutual support.
8) Check In After Return
As an employee returns to work following compassionate leave, take the opportunity to check in and see how they are adjusting. A supportive conversation can help them feel valued and appreciated during this transition. Offer additional assistance if needed and give them the time they require to ease back into their responsibilities. When they feel comfortable, encourage upward feedback, allowing them to share what worked well and what could be improved during their leave experience. Gather further insights through surveys or feedback sessions to refine the organisation’s approach to supporting employees during challenging periods.
9) Cultivate a Supportive Workplace Culture
One of the most important steps is to build a workplace culture that values empathy and mutual support. When employees see that their colleagues and leaders are understanding during tough times, it creates an environment where they feel comfortable seeking help, whether for personal or professional issues. This culture of support not only improves employee well-being but also boosts overall team morale.
Supporting employees during compassionate leave is a meaningful way to show that you genuinely care about their well-being during difficult times. Clear policies, flexible work options, mental health support, and open communication can provide much-needed stability and help employees navigate personal challenges with less stress. These policies are not just administrative; they are a vital part of your HR toolkit that demonstrates your commitment to your team’s welfare. An empathetic approach not only helps employees cope with their situation but also strengthens their trust and loyalty to the company.
By integrating compassionate leave management with broader HR processes through emPerform, both the needs of the employee and the organisation are met with care and efficiency. emPerform can support workforce planning and real-time tracking of compassionate leave usage, ensuring compliance with internal policies and statutory requirements, while making it easier to offer the support your employees need when they need it most.
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