Managing Bereavement Leave

Death is a sensitive issue and one which we all deal with differently. As an employer, we need to deal with all bereavements sensitively but what works for one person may not work for another. By law, all employees are entitled to a reasonable amount of time off work to deal with bereavement. But what is reasonable? It can be very different for each individual, depending on the circumstances. As an employer, do you know how you would support your employees through a difficult time? Here are the key facts you should be aware of when dealing with Bereavement leave.

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Making sure you get the right support from your partners

We all have one, and in fact having an ego is a pretty important aspect of being human. It can be defined as “The “I” or self of any person”, it is our “self-esteem, self-image”. So as a leader, it is important to have an ego that works for us. It is like confidence or commitment, great to have in the right measures, but dangerous and damaging if there is too much.

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How can you reduce stress-related absences?

9.9 million days were lost due to work-related stress, depression or anxiety in 2014/15 according to the HSE and in the latest Absence Management Survey 40% reported that stress-related absence in their organisation had increased over the past year. It’s your responsibility as an organisation to address stress and take steps to reduce related absences. Here’s a few things you can do to reduce stress-related absences.

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Does your employees’ daily commute to work form part of your staff wellbeing strategy?

After the festive holidays, staff may struggle with motivation for the New Year return to work, particularly if they have a long commute. The daily commute is something which staff put up with rather than enjoy, especially during the winter months when adverse weather can make this journey more onerous. How staff get to work and how long it takes has an impact on how they feel and perform. As an employer, this should be a consideration when forming your staff wellbeing strategy.

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New case guidance on protected conversations

Protected conversations are often a useful way of diffusing an issue quickly for the benefit of the colleague and the employer. However, the employer must be careful in relation to what is discussed in these conversations and how it is interpreted. Normally any pre-termination discussions are not admissible as part of dismissal claims but there is an exception which has been highlighted recently in the case of Lenlyn UK Ltd v Kular.

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Nurseries and Safeguarding

Following a recent report on Good Morning Britain there has been a lot of discussion about Safeguarding within Nurseries. The report was based around one particular nursery and was widely criticised by the industry as painting an unfair picture; however it has raised awareness and concerns about how nurseries are inspected, leading to a call for Ofsted to review their inspection system. We discuss the Safeguarding requirements nurseries must meet.

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Stress is the top cause of absence

The new CIPD absence survey confirmed that stress is the top cause of long-term absence and the second most common cause of short-term absence, so it’s essential to make sure you are looking after your people and identifying patterns before they become issues. Take a look at our quick infographic to see the main causes of stress.

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