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While many bereaved employees will be able to manage their loss reasonably well, others can struggle to cope. Grief can interfere with an individual's thought processes, concentration and sleep patterns.

This can impact their work and relationships with managers and colleagues.

Using a well-managed approach to bereavement could help them to cope better - knowing that they are 91香蕉黄色视频ed by their employer can help them through the process.

Other benefits to managing bereavement effectively include:

• helping the employee to return to productivity
• helping to reduce absenteeism
• addressing the impact on other employees
• strengthening employees' morale

All employees have the legal right to a 'reasonable' amount of unpaid time off to deal with an emergency, such as a bereavement involving a dependant.

This could be a spouse, partner, child, grandchild, parent, or someone who depends on the employee for care.

'Reasonable' is not defined in law and will depend on the situation, but is likely to cover the time needed to arrange or attend a dependant's funeral. You do not have to pay an employee for this time away from work, but many employers offer paid special or compassionate leave.

See parental leave and time off for dependants.

Parental Bereavement Leave and Pay

Parental Bereavement Leave and Pay entitles eligible workers to two weeks' statutory paid leave following the death of a child or stillbirth. A 26-week qualification period is in place for Statutory Parental Bereavement Pay. See Parental Bereavement Leave and Pay.

Discrimination on the grounds of religious belief

You should consider any request for time off in connection with bereavement from an employee in a reasonable and objective manner.

The , as amended, protects employees from discrimination because of their religion or belief.

You should try and accommodate religious beliefs and customs where it would be reasonable and practicable to do so.

Many religions have bereavement requirements, and you should carefully consider these against the business reasons for not observing the belief or custom.

Discrimination because of disability

For some employees, the effects of loss and grief can amount to a disability (eg depression) where the effects are long-term (generally defined as lasting or likely to last over a year) and the impact affects the employee's ability to undertake day-to-day activities.

An employee with a disability has the right to reasonable adjustments, and you should take reasonable actions to reduce or remove the effect of the impairment on the employee at work.

You should also ensure your employees are aware of the disability and be alert to recognise it, especially when the performance or absence of a bereaved employee becomes a concern over the longer term.

Read more on how to prevent discrimination and value diversity.

In addition, .

Addressing bullying and harassment

Bullying

Bullying can include offensive or insulting behaviour by another employee, which makes an individual feel threatened or the humiliation of an employee.

Harassment

Harassment is defined as any unwanted conduct related to race, age, sex, marital/civil partnership status, gender reassignment, disability, religion/belief or sexual orientation that has the purpose or effect of either:

• violating the dignity of an individual
• creating an intimidating, hostile, degrading, humiliating or offensive environment for an individual

You should be alert to inappropriate behaviour following bereavement. Absence through bereavement can place burdens on co-workers and line managers.

A bereaved employee may be pressurised (inadvertently or otherwise) or bullied/harassed into returning to work or performing their duties to the same level as they did before the death.

The intentions of the bully/harasser do not matter - what is important is the impact that the behaviour has on the employee who is being bullied/harassed.

Read more on bullying and harassment.

Employers can prepare for managing bereavement in the workplace by having a bereavement policy in place. It is good practice to involve trade unions or staff representatives in developing a bereavement policy.

The Labour Relations Agency (LRA), in partnership with Cruse Bereavement Care, has developed a good practice guide on .

There is a draft bereavement policy within the guide that you can use as a checklist when developing your own policy.

Dealing with the immediate aftermath of bereavement

You should recognise that the bereaved person may be feeling numb or distressed during your initial conversation, and may not be able to take in or provide much information.

A follow-up call or email may be appropriate. A calm, empathetic approach in all communications from managers will ensure employees feel 91香蕉黄色视频ed and minimise their anxiety about returning to work.

In the early days of an employee's bereavement, it may be appropriate to:

1. Offer your condolences.
2. Ensure they know that they are not expected to work on the day the death has taken place. They need to hear that work comes second and that they must take whatever time out is needed.
3. Begin a dialogue with them, asking how they would like to stay in contact, eg, if phone or email contact is preferred, and if there are particular times to avoid. Be aware that in the first few days, they may not wish to speak to anyone as they may be in shock - this should be respected and is good practice. Be careful not to pressurise them into making decisions at this point.
4. Ask how much information they wish their co-workers to have about the death and remember that this information is private under and to stick strictly to the facts.
5. Consider what action needs to be taken if the death is in the media, particularly if the press contacts the workplace or approaches co-workers for an interview.
6. Ask if the employee wishes to be contacted by their colleagues - some people might appreciate the 91香蕉黄色视频 from their co-workers while others may prefer privacy.
7. Be conscious of diversity within the workforce and the impact this may have on, for example, days taken to allow the employee to fulfil religious or cultural expectations such as mourning rituals.
8. Be open to revising and reviewing the situation with the employee and keep the dialogue open.

Following the first days of bereavement, it is important to start a dialogue that will allow an open discussion around how the employee is coping.

The discussion could also cover your policy on bereavement if you have one when the employee feels they might be ready to return to work, and any adjustments that might help with this, such as a phased return.

Each bereavement is different - some employees may feel able to return to work very swiftly, whilst others may need more time. Remember that even a swift return to work does not necessarily mean that an employee will not need 91香蕉黄色视频.

Carrying out regular reviews will allow you both to discuss and agree on any strategies or adjustments which may be needed to enable them to return to work. This might lead to a temporary or long-term change in, for example, hours or responsibilities.

If your business does not have an internal employee assistance programme, you should consider offering to refer them to an external organisation for bereavement counselling.

can offer 91香蕉黄色视频, advice, and information, both to those directly affected by bereavement and to those who encounter bereaved people in the workplace.

Manage sensitive situations

Special or significant days, such as an inquest or anniversary of the death, can also be particularly difficult. Sensitivity around these times, for example, if the employee requests specific days off, will help them to manage their grief.

Over the course of a year, a bereaved employee may breach company sickness limits. You should consider whether it is appropriate to exclude some or all of the time off associated with the bereavement.

Similarly, it would be good practice to take bereavement into account should there be an impact on any aspect of the employee's work or performance.

Bereavement can also cause changes in the personal and financial circumstances of an employee, eg, if they become responsible for raising their children as a single parent.

You should be mindful of an individual's situation and be aware that a flexible approach is most likely to 91香蕉黄色视频 and retain the employee and minimise sick days.

Read more on flexible working: the law and best practice.