Share this Article
In the past year, 24% of the UK’s working population experienced bereavement. It’s also estimated that 50-70% of people will experience PTSD in their lives, with roughly 4% of people in the UK expected to have PTSD at any given time.
Unfortunately, that means it’s almost a guarantee that trauma or grief will rear their heads in the workplace at some point — and both employees and managers should be prepared for when it happens.
According to recent studies, 51% of UK workers felt unsupported by their employer after suffering a bereavement. 52% are unsatisfied with the level of mental health support they receive at work. Here are some top tips that can help you turn those stats around.
Handling Trauma or Grief at Work as an Employer
- Know the signs that someone’s struggling — First things first, someone who is facing difficulties might not always feel comfortable speaking up. If you notice an employee becoming withdrawn, losing motivation, or having an unusual dip in performance, it might be time for a chat.
- Don’t ask for details — Asking too many questions can be invasive and counter-productive, not to mention potentially violating legal boundaries. Instead, make it clear that you’re there to listen to whatever your employee would like to share. Ask them how they would like you to let other colleagues know about time off or adjustments.
- Direct them to mental health support — Whether it’s your company’s own support systems or external services like mental health charities, prepare a list of resources to have on hand. Check out our complete guide to mental health in the workplace for more tips.
- Offer reasonable adjustments — From paid bereavement leave to extended deadlines or flexible working options, let your employee know that their well-being is your first priority.
- Understand that everyone’s different — Everyone experiences grief and trauma differently, and what works for one person might not work for another. Let your strategy be personal, employee-led, and tailored to individual needs.
Handling Trauma or Grief at Work as an Employee
- Be aware of your own needs — For your employer to offer the most effective support, it’s important that you first identify what you need. Try to learn any triggers you might have, and make a note of what helps when you’re struggling.
- Prioritise self-care — Attempting to push through difficult times or trying to ignore the way you feel usually makes things much worse. Put yourself first, take time off work, and seek support.
- Don’t feel you need to explain yourself — Your employer is not entitled to know the details of your trauma or grief. They only need to know about any support you might require and/or whether you need time off.
- Know your rights — The Employment Rights Act covers Parental Bereavement Leave, while the Equality Act covers your rights when it comes to mental health discrimination, sick leave, and sick pay. Most employers should offer adjustments beyond the legal necessities, but it’s good to know what you’re entitled to ahead of any discussions.
Compassionate Recruiting
DB Charles values a human-first approach to recruiting that focuses on individual needs, care, and a personal touch. For more information about how we can help you build compassionate and supportive recruitment and onboarding processes, get in touch today.
Share this Article
