Beyond the Basics: Creating an Inclusive Bereavement Policy

The death of a loved one is an immense and emotional time in anyone’s life. Whether it was a prolonged illness or a sudden tragedy, the grieving process can lead to long-term challenges for employees coming back to the workplace, especially if they lack the necessary support.

In addition to the profound grief that lingers long after loss, the immediate responsibilities of managing a loved one’s affairs—such as notifying family and arranging funeral services—require significant time and attention. These practical demands are only compounded by the emotional toll of grief.

So how much paid bereavement leave time should a grieving employee receive—and how much time do they actually get?

While the number changes around the world, it may surprise you to know the average U.S. bereavement policy only offers five days after the death of an immediate family member. Fortunately, that may be changing soon, as 84% of employers plan on upgrading their policy details in the next two years.

In our latest webinar, Inclusive Policies and the Impact on Employee Wellbeing, we dive deep into how employers can craft a truly inclusive bereavement policy. But before we get into that, it’s important to understand the current landscape of bereavement leave.

Understanding the Current State of Bereavement Leave Policies

A bereavement leave policy, also known as a compassionate leave policy, outlines the set amount of paid time off an employee is entitled to after losing a covered family member or loved one. These policies aim to give employees the space to not only grieve but also manage the immediate and practical demands that follow someone’s passing.

While loss is typically seen as taboo to talk about, especially in the workplace, it’s a critical chapter in an employee’s life. How an employer addresses and supports grieving employees is equally critical to an employee’s wellbeing.

Currently, the average U.S. employer offers up to five days of paid bereavement time before employees need to use sick leave or accrued vacation time. But that doesn’t mean five days is the minimum—nor is it a guarantee, as policies vary widely across U.S. organizations. For instance, only 60% of private industry workers receive paid bereavement leave, which is often limited to three days or fewer.

As Kyle Daquanna, director of strategic channels at Empathy, pointed out during the webinar, “A Jewish friend of mine had three days of bereavement leave, but her culture takes seven days immediately after the loss of a loved one.” In her case, Daquanna’s colleague was forced to take personal leave in order to have the necessary time to grieve according to her traditions.

Emerging Trends in Bereavement Policies

As companies begin to look at wellness more holistically, bereavement time is increasingly recognized as top priority. More than just paid leave, condolences, and sympathy, employers are looking to make a real, positive impact on employee wellbeing through policy changes driven by two things: inclusivity and empathetic leadership.

That means zooming out to evaluate how the general policy aligns with the organization’s values related to diversity, equity, and inclusion. Beyond religious and cultural differences, does the policy unintentionally exclude those who might need more funeral leave to travel? Does it allow eligible employees to submit a bereavement leave request for important relationships that might not otherwise be covered? Does bereavement time need to be used all at once or can it be spread out?

For instance, an employee shouldn’t need to dip into their accrued sick leave for a mental health day related to grief after they used all their bereavement time for the funeral. While executives at major companies like J&J are making big steps by providing additional time off, no one should face losing a loved one only to realize their company’s compassionate leave policy isn’t so compassionate after all.

So what can employers do to be proactive in reviewing their bereavement policies in order to better support their employees?

10 Strategies for Creating an Inclusive Bereavement Leave Policy

Here are 10 tips for creating an inclusive paid bereavement leave policy:

Read Your Current Policy and Ask the Difficult Questions
Start with a thorough review of the existing bereavement policy. Be sure to ask critical questions, like who is eligible, who counts as a covered family member, and how the policy aligns with the company’s values. Employers should also examine the policy’s tangible results and consider whether it addresses the diverse needs of the workforce with adequate time, support, and resources for the grieving process.
Benchmark Against Competitors and Global Standards
Next, benchmark against the competition and global standards to see where the policy stands. This can help reveal gaps and inspire modifications that better support employees. Looking at trends in bereavement leave, both within the industry and internationally can ensure the policy remains competitive and compassionate while meeting operational requirements.
Consider Cultural and Religious Needs
Employers should also recognize the diversity of cultural and religious customs surrounding death and grieving. As we note in the webinar, some employees may require longer periods of mourning than others. Truly compassionate policies are flexible enough to allow employees to observe their traditions without the added stress of missing work obligations or needing to use unpaid bereavement leave.
Integrate EAPs and Other Resources
An Employee Assistance Program (EAP) can provide resources like counseling to employees who are dealing with grief. Integrating EAPs into bereavement policies offers much-needed support for their emotional recovery. Additionally, services that address physical and financial wellbeing are crucial for helping employees navigate the complexities following a loss.
Offer Access to Experts To Help Navigate Loss
Providing employees with access to bereavement experts can greatly ease the stress and administrative burden during this difficult time. Experts in estate law, grief counseling, and funeral planning can offer invaluable guidance. Ensure these experts are readily accessible to employees who may need to make critical decisions quickly and under high levels of emotional stress. This kind of support not only aids the grieving process but reinforces the organization’s commitment to employee wellbeing.
Use Technology To Assist—Not Replace People
When used correctly, technology can complement and enhance the support provided by a bereavement policy rather than replace personal interactions. Tech tools can help employees streamline administrative tasks and other bereavement-related processes without losing the human touch. For instance, an online platform, alongside human support, offers an easy way for employees to submit a bereavement leave request and access company resources.
Train Managers and Colleagues
Grief training is essential to foster a supportive environment for bereaved employees. Employers can offer programs and workshops that cover the basics of dealing with grief, recognizing the signs of distress, and appropriate ways to provide support. This preparation enables managers and colleagues alike to handle sensitive situations with empathy and compassion, ensuring employees feel understood and valued during their time of need.
Offer Flexible Return-to-Work Policies
Flexible return-to-work policies are critical in accommodating the varied recovery rates and needs of grieving employees. The most important thing is to recognize that grief is often an ongoing journey.. Organizations should allow for modified schedules to adapt to individual situations and ease the transition back to the workplace.
View Your Policy Through a Holistic Lens
As employers finalize their policy details, it’s critical to look back at the bigger picture. With a holistic approach, they can ensure their bereavement policy is consistent with other organizational policies, such as sick leave, mental health support, as well as family and parental leave. Aligning these policies can prevent inconsistencies and confusion while ensuring they tell a consistent story about the company’s values.
Offer Flexible Return-to-Work Policies
Last but not least, it’s essential to educate employees about the bereavement support available to them. Organizations should proactively communicate the details of these policies, including the availability of counseling services, leave entitlements, additional support mechanisms, and other experts who can help employees navigate the process. By keeping employees informed, employers can eliminate uncertainty and let their employees know they are not alone during challenging times.

Avoid These Common Mistakes

Finally, it's important to mention some of the common oversights and missteps we see employers make when it comes to updating their bereavement policy:

Realizing too late you need a policy update:
Waiting until a tragedy arises to update their policies can leave organizations unprepared and employees unsupported during a critical time.
Assuming you can relate:
Every individual experiences grief differently. Policies should be flexible and compassionate, recognizing the unique nature of each employee’s loss.
Lacking psychological safety:
A workplace that lacks psychological safety can prevent employees from expressing their needs and accessing support during bereavement.
Leaving bereavement out of employee surveys:
Data drives decision-making, but questions about bereavement policies rarely make their way onto employee feedback surveys, creating a blindspot.
Ignoring the larger problem:
When employers hear about an issue and treat it as an isolated incident, they can miss larger systemic problems.
Creating blanket policies without flexibility:
A one-size-fits-all approach won’t address the unique circumstances of employees or their diverse needs during bereavement, leading to insufficient support.
Neglecting to consider DEI:
Bereavement policies that don’t factor in diversity, equity, and inclusion may inadvertently and unfairly exclude or disadvantage certain employee groups.
Offering little to no manager training:
Without effective grief training, managers may be ill-equipped to handle bereavement situations sensitively and effectively.
Failing to disclose support and resources:
When employers fail to communicate available resources, it can leave grieving employees unaware of the support they can access, exacerbating their challenges.

Uncover More Bereavement Policy Insights in the Full Webinar

Looking for more insights into the current and future landscape of bereavement leave? Together, WellRight and Empathy offer a comprehensive, adaptable set of tools to holistically support employees through all of life’s challenges, including bereavement.

Watch the full webinar, Inclusive Policies and the Impact on Employee Wellbeing, where expert panelists from WellRight, Empathy, and Willis Towers Watson dive into the nuances of bereavement policies, sharing strategies that can help your organization and support your employees.

Beyond the Basics: Creating an Inclusive Bereavement Policy

Understanding the Current State of Bereavement Leave Policies

Emerging Trends in Bereavement Policies

10 Strategies for Creating an Inclusive Bereavement Leave Policy

Avoid These Common Mistakes

Uncover More Bereavement Policy Insights in the Full Webinar

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