Compassionate leave = time, space, and genuine hospitality.

A week has passed since the dreadful news about the passing of the late HM The Queen. My heart goes out to all affected by this loss. More importantly, my heart goes out to ALL the people who have lost a family member or close friend, no matter when, where, how, and why. May everyone give and be given the time and space to grieve in peace. It is a vital part of the recovery process.

This week’s article will have a significant emotional attachment to it, for reasons that my closest friends are family are exclusively privy to.

They say that time heals all wounds, which may be relevant to a paper cut or broken limb. When it comes to the emotional impact of a loss, it couldn’t be further from the truth. Time will, when given the time, space, and support, help you to come to terms with a loss, and eventually refocus your emotional state to one of remembering great shared moments in life. It is important to remember that each loss is unique to the individual who has been bereaved of a loved one.

As an employer, we must look at our policies when it comes to compassionate leave. Is it just the bog standard three to five days for a CLOSE family member, or have we looked at it on a case-by-case basis? Being part of an organisation that is truly ethical becomes vital when YOU need support. Whether it is emotional, financial, or general support, it is important from a business leader's point of view to allow ethical support mechanisms in contracts, people strategies, and benefits.

So, a part of my solutions-driven articles, always challenging the modus operandi, I ask that HR teams, management, stakeholders, and employees look at how they approach this very sensitive subject, and stress test it to see whether your compassionate/bereavement policy is adequate, or just another tick-box exercise?

First, our legislation shows no compassion towards this and leaves it up to the employer. Lucky enough, we live in a society where all employers give compassionate leave without having to go through the painstaking exercise of explaining in a humiliating manner, right? Secondly, the legislation leaves it up to the employer’s discretion as to whether to pay or not. As ethical employers, we know what the right thing to do is, right?

Review your People Strategy, take into consideration how to generally handle all aspects of life, and put in place suitable parameters that will reflect your empathy as a human being and deliver on your brand as an ethical employer. Talk to your employees, involve stakeholders, and create an action plan.

Don’t wait because death waits for no one. So, If Not Now, When?

Having personally experienced how a company can have a positive impact on a horrible situation as a loss, I must say that I was very fortunate to be part of a culture that had reviewed its stance, and over the years implemented a strong ethical focus on its approach towards emotional situations. The Megaro Collection are continuously creating milestones of ethical excellence, and I am honoured to have been part of this implementation. I thank the team for my 6 and a half years, allowing me to guide and lead them through all possible challenges that could be thrown at us, whether it was Brexit, pandemic, inflation, or structural challenges. The passion for (r)evolution never ends, and it will continue through my successor.

Being an ethical employer is not only about paying the Living Wage and having staff discount schemes (rarely used btw.) as a team benefit. It s so much more, at all levels. If you haven’t started the journey with your People Strategy, or signed up for the Living Wage, now is the time to Be The Change. The new Living Wage rate is being announced next week, so join the hundreds of exceptional hospitality businesses who have already signed up, and be part of the (r)evolution.

If you wonder about affordability vs ethical employment, need help with your strategic direction, or just want a chat to support or challenge your direction of thought, feel free to reach out. I will always have time for a good Fika.

Be The Change

Note – all comments and opinions in my articles are true reflections of reality, either general, industry-specific, or company-specific. I encourage full buy-in from all stakeholders, and that you engage with nationwide collaborators. My milestones are defined by how I can drive awareness and change. If I only can change one person’s engagement, that is one more than none.?

My strategy is to deliver change in an engaging, positive, financially rewarding, and sustainable manner. If I can use these skills to earn a living, amazing. I am more interested in joining hospitality organisations that are honest in their ethical beliefs and want to partake in delivering exceptional fiscal and emotional results.?

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