When tragedy strikes, workers often have to quietly juggle their jobs and grief. But employers may be hurting themselves and workers by dismissing or ignoring loss in the workplace.
Most U.S. workers only receive three days of
Ignoring 'disenfranchised grief' can be cruel as well as harmful to a company's productivity and culture, says Ron Gura, co-founder and CEO of Empathy, a digital benefit that guides users through the logistical and emotional burdens that come with the death of a loved one. But how should employers decide what grief is worthy of leave or other bereavement benefits?
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"Pet loss is just one example of what we call disenfranchised grief — when the source of a person's grief is viewed as unworthy of emotional investment by their community," Gura says. "Our work culture would actually benefit from allowing employees more liberty in deciding which personal life events warrant time off."
SHRM cites that companies lose $75 billion every year in the U.S. due to grief and its effects on presentism, absenteeism and productivity. Gura notes that even events outside of death, like financial losses, infertility or miscariages should be viewed as valid sources of grief and deserving of paid leave and flexibility. Given the state of bereavement leave in the U.S., Gura underlines that Americans too often have disenfranchised grief.
EBN spoke with Gura to further understand how this impacts workers and what employers can do to support their workers better.
How does disenfranchised grief impact employees?
Pet loss, miscarriages, and other types of disenfranchised grief can have a substantial impact on a worker's productivity, motivation, and ability to concentrate at work. The overlap between emotional burden and productivity is highlighted in our Cost of Dying report: nearly half of respondents said their job performance was negatively affected by loss, with 31% finding it hard to focus and 25% reporting they were constantly distracted. Grief is not something humans can simply control or dictate; they need time to heal without judgment.
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Why is it so crucial for employers to validate a wide range of loss?
Employers should approach their employees as allies in their grieving process with as much support and recognition as they can. Otherwise, they risk disenfranchising the employee's experience and alienating them. The misconception that there is a timeline for grief, which ends when an employee returns to work, makes it extremely difficult for a bereaved employee to fully process the loss and move forward. Some think that employees should throw themselves back into work as a coping mechanism, but this can be counterproductive. Without emotional support, the experience can be extremely isolating for an employee and make it even harder than it already is to feel appreciated and motivated to return to work.
Employers can shape a culture of mutual trust and respect by having confidence in employees to decide when leave is appropriate without pressure to have to justify the seriousness of the situation. Allowing increased flexibility when it comes to grief gives space for employees to process what they are feeling. They should come back to work when the situation is more manageable both emotionally and practically. Accepting this is a win-win for employers and employees alike.
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How can employers approach their policies and benefits to include all kinds of loss?
When it comes to bereavement policies, employees should feel empowered by their employers. Employers who allow for flexible and considerate bereavement leave understand that it is beneficial for overall morale and productivity in the long term. While such policies can be costly, it is far better than the alternative — burnt-out employees. Employers should be sensitive to the fact that everyone has their own reaction to loss. Focusing on how they can help their employees and ensure that their current policy is aligned with their needs can be a game-changer for a workplace's culture.
Employers can demonstrate their understanding of the true burden of loss by providing practical support that employees will really value, whether that means more flexible leave policies, employee assistance funds, or even meal delivery services. Going above and beyond the existing bereavement standard is what will move the needle when embracing the changing dynamics of workplace culture that aligns with employee well-being.
