The next step

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Telling employees that a colleague has died

Workplace bereavement

Informing employees about the death of a colleague can be a difficult balancing act. On the one hand, you need to approach the subject compassionately, yet, on the other, you still have a business to run. So how should this sensitive issue be dealt with and what should you do if staff who were close to the individual ask to attend the funeral?

Talk to the next-of-kin first

Assuming that the death didn’t occur at work, you’re most likely to be notified of it by the employee’s next-of-kin. Even if the news was expected, i.e. following a long illness, you should always ask them what information you may divulge to staff. For example, there may be occasions where the family don’t want the real cause of death disclosed, e.g. it was drugs/alcohol related or suicide. Therefore, you need to know what you can say to employees in advance.

Inform close colleagues

Once you’ve agreed the approach with the deceased’s family, we recommend that you inform senior management and those employees who were close to the individual first. This doesn’t just refer to team members, but others working elsewhere in your business who had developed a close friendship with them. How you do this exactly will depend on the numbers involved. Ideally, these staff should be spoken to in private in case they become distressed. If this happens, offer the option of going home (where possible), but do be aware that you probably won’t be able to deduct any pay should they decide to do so.

Time off for the funeral

It’s inevitable that some employees will ask you if they can attend the funeral. Where possible (and depending on the family’s wishes) this should be encouraged as it allows people the opportunity to grieve. Where it will cause staffing problems, grant time off on a first-come-first-served basis, or give priority to those who were closest to the deceased. However, to avoid any unnecessary resentment, ensure your policy is communicated to staff at the earliest opportunity.

Tip 1. As the funeral won’t involve a dependant, you could insist staff take annual leave to attend it - but do be aware this may cause bad feeling.

Tip 2. If the funeral is a small, private service - or you can’t spare a large number of staff - a short memorial service could be held in the workplace. Before arranging one always consult the family and be aware of any religious or cultural sensitivities.

Tip 3. People deal with bereavement differently; some may require more emotional support than others. If you think an employee could benefit from bereavement counselling, or they request it, contact the British Association for Counselling and Psychotherapy (BACP) for further advice (see The next step).

Tip 4. Finally, consider if you need to contact any third parties who used to deal with the employee. If so, do this as quickly as possible and advise them whom they should now liaise with.

For further information on the British Association for Counselling and Psychotherapy, visit http://personnel.indicator.co.uk(PS 14.02.07).