Offer Additional Support Options
To support employees beyond statutory requirements, consider the following realistic measures:
- Compassionate leave: Offer a defined period of paid compassionate leave (e.g., three to five days) for situations like bereavement or serious family illness. Clearly state eligibility and whether it applies per incident or annually.
- Flexible working arrangements: Allow temporary adjustments, such as reduced hours or remote working, to help employees manage ongoing family issues. For example, an employee caring for a recovering parent might work part-time for a few weeks.
- Signpost support services: Provide access to an Employee Assistance Programme (EAP) or external resources, such as counselling services or bereavement charities like Cruse Bereavement Support. Share contact details in the leave policy.
- Hybrid leave options: Permit employees to combine time off for dependants with annual leave or unpaid leave for extended emergencies, reducing financial strain.
Train Managers to Handle Requests Sensitively
Effective management of emergency leave requires well-equipped line managers.
- Provide training: Train managers on legal entitlements, the organisation’s policy, and how to respond empathetically to leave requests. Emphasise the importance of privacy and avoiding intrusive questions about the emergency.
- Encourage consistency: Use decision-making frameworks (e.g., a checklist of factors like the nature of the emergency and operational needs) to ensure fair application of the policy.
- Promote open communication: Encourage managers to discuss options with employees, such as flexible working or staggered return dates, to support their needs.