In the workplace, bereavement is often described as either ‘normal’ (a private matter) or ‘abnormal’ and therefore a matter for external specialists. This is what Aurélie Jung has observed in her research.
A sociologist and research fellow at the Lausanne School of Social Work (HETSL), she has been interested in bereavement support for over ten years. At the request of organisations including Travail.suisse and SECO, she helped develop a guide for companies on this important subject. She also delivers continuing professional development courses to raise awareness of best practices among managers and HR staff.
We had the opportunity to discuss with her this reality of the world of work that cannot be ignored:
Mrs Jung, deaths are more common among retired people than among those in work. Why study bereavement in the workplace?
Firstly, the workers concerned cannot simply leave their grief at the office door as they would take off their jacket. And when you lose a loved one, work can be as much a source of support as an additional burden to manage.
Secondly, employment law stipulates that employers have a responsibility to minimise psychosocial risks in the workplace. This protection also applies in the event of bereavement – which is a psychosocial risk. But situations are so varied that it is difficult to stick to rigid procedures. We therefore need a balance between institutional constraints and respect for the individual’s privacy. For this to work well, it is important that managers and HR staff are familiar with the subject and its implications.
The number of deaths is likely to rise in the coming years with the so-called baby boomer generation: employers can expect to have to manage an increasing number of bereavement cases among their employees.
Are there any provisions in Swiss labour law to protect those who are bereaved?
‘Bereavement leave’ is enshrined in law (from one to three days) and regulated in collective labour agreements, but it must be distinguished from ‘mourning leave’. Mourning is a long process. The days of leave granted free up time to organise a funeral, but after such a short period, the person who has just lost a loved one will return to work still in mourning.
Furthermore, this entitlement takes little account of new social paradigms, globalisation... For example: migrant workers will need more than three days to repatriate a body to their home country. And the number of days is determined by the family relationship: three days for a spouse, one day for a grandfather… What about a partner, a childhood friend or a stepfather whom one regards as a father?
At a time when we are moving away from the traditional family model, prioritising deaths by supposed importance based on the family tree is complicated. We need to move beyond this model and rethink emotional bonds in our society.
From a practical point of view, what can companies put in place at their own level?
Firstly, HR can be very helpful if they are well-informed, keep their employees informed of their rights and are open to discussing accommodating proposals. For example, offering a portion of the thirteenth-month salary in advance to cover certain urgent expenses.
Secondly, when the person returns to work, it is useful to clarify whether they wish to talk about their bereavement or not, as well as their needs and expectations… Can a reduction in workload be offered? Is part-time work advisable if the bereavement is causing physical effects – such as lack of sleep or difficulty concentrating? Flexible working hours?
We also encourage employers to refer bereaved employees to specialists where necessary, having first drawn up a list of support groups and organisations in the local area that can offer them support.
Are the companies you meet sufficiently prepared to handle these situations?
We really see it all. Some haven’t anticipated these issues at all, whilst others have formalised guidelines on paper. That’s a good thing, but we mustn’t fall into the trap of rigidity. We must remember that bereavement is also very personal; every situation is different.
What about sick leave following bereavement, bearing in mind that bereavement is not, in itself, an illness?
Doctors who issue sick notes do not write ‘bereavement’ on medical certificates. Instead, they refer to physical and psychological symptoms that prevent the person from returning to work for the time being. Furthermore, we know that 40% of special leave in companies is granted due to a death, but there is no monitoring of sick leave for bereavement, precisely because the certificates do not specify it. If an employee who has just lost their partner takes two months’ sick leave following the event, the employer will no doubt make the connection, but the person is free to be open about it or not.
What role do colleagues play in the grieving process?
All interpersonal relationships play a decisive role. It has been observed that when colleagues are attentive to needs, this prevents the pressures of work from exacerbating the grief.
It is also important not to judge or stereotype the behaviour expected of someone who is grieving. Comments such as “you need to move on now” are not helpful. Just as a person has the right to hide their grief at work, they have the right to arrive at the office in good spirits following a serious bereavement.
Colleagues are often afraid of saying the wrong thing, but the subject should not be a taboo. It is important to create opportunities for discussion and to gauge the person’s needs, bearing in mind that these will change. Grief is neither a static nor a linear process.
We are in a context where the boundaries between professional and private life are more permeable than before; people are increasingly willing to talk about mental health or the menopause at work, for example. The same applies to bereavement, to ensure people do not feel alone in their situation. This is particularly true of perinatal bereavement. Women often say nothing because it would mean telling their employer that they were planning to have children.
How to deal with the death of a colleague? Read the rest of the article via this link
