Design a Better Bereavement Policy

By Mita Mallick for Harvard Business Review | October 16, 2020

While many organizations are rushing to rethink parental leave policies, wellness programs, and flexible work arrangements, there’s one employee benefit that may not seem like a priority: bereavement leave. But, unfortunately, now is the right time to reconsider your policy and how it serves (or doesn’t serve) grieving employees. First and foremost, give your people more paid time off for bereavement. Given all the demands associated with arranging a funeral, sorting out finances, and mourning one’s loss, a few days just doesn’t cut it. Be generous: Ask them what they need, and follow their lead. Also, don’t limit the coverage to immediate family. Include the loss of any loved one: a partner, child, parent, grandparent, aunt, uncle, cousin, friend or neighbor. Miscarriage should also be covered. Don’t require a death certificate, obituary, or letter from a funeral home or hospital — it’s uncomfortable and unnecessary. And remind employees of any mental health resources your company provides, especially grief counseling. Although these painful moments usually have little to do with work, they’re often the moments that matter the most in a workplace.