What Is Bereavement?

Bereavement is the period of grief that follows a death or a significant deep loss. This term also refers to the overwhelming emotions that individuals feel when they experience the loss of a loved one. 

In the world of HR, bereavement also represents a category of employee leave. Employees who experience the death of a close friend or relative may be entitled to bereavement leave, which will provide them with the time they need to grieve and make any necessary arrangements (i.e. funeral preparation, taking care of assets, etc.).

While many companies provide employees with this leave period, Oregon is the only state where it is mandatory to do so, which came into effect in January 2014. This law is known as the Oregon Family Leave Act (OFLA) and applies to employers with 253 or more employees. Although this leave is technically unpaid, employees are able to use their paid sick leave for any qualifying OFLA events. 

In contrast, there are no bereavement laws in any other U.S. state. It is up to your practice to decide how much paid or unpaid leave you will provide your employees if they experience the death of a loved one. This will need to be clearly stated within your bereavement policy. 

When you create a clear bereavement policy, employees will know what to expect if such an incident were to occur. The differences between sick leave, vacation time, and bereavement should be clearly stated in your employee handbook and addressed at the time the individual is hired.  in training. 

Although there are no mandatory guidelines, many employers offer their employees three days of leave when losing a close family member and one day to attend the funeral of an extended family member or friend. You can use this model as a base for what you offer or leverage this standard for more generous policies. In contrast, if you cannot offer this leave of absence, clearly explain why reduced leave is necessary within your practice. 

Why Create a Bereavement Leave Policy?

Rather than creating clear guidelines, a bereavement leave policy may actually help boost productivity in your practice. Grief in the workplace is believed to cost between $75-$100 billion annually. An increase in poor performance and human-error isn’t something that you can risk within the healthcare industry — your patients trust your practice to care for them as best you can. 

In that sense, it may be beneficial to look at the bigger picture here, focusing less on what defines bereavement and instead, care for your employees’ emotional and mental well-being. For example, some individuals may feel immense grief following a divorce or after they experience a financial loss. 

Bottom line: A clear bereavement policy is critical in terms of effective communication. The goal here is to take a proactive approach so that your employees understand where your practice stands in terms of some of the events discussed above. With that being said, sometimes, it’s best to look beyond rigid policies, focusing on not just your bereavement policy but also your practice’s culture. Take ongoing action to ensure your employees feel as though you’re listening. 

COVID-19 has blurred many lines, making the recent past and ongoing future uncertain for both employees and employers. As an employer, if you need assistance navigating your ongoing HR needs, HR for Health can assist you. It’s our goal to empower you as a business owner, providing the resources and tools you need to improve your practice and mitigate legal risks.

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