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Life happens: 5 ways benefits can support employees through challenging times
The last decade has seen an explosion of employee-friendly leave policies around the globe, with creative and innovative offerings for employees.
In recent months one such concept, divorce leave, has become a hot topic as a number of UK companies introduced policies for staff going through separation. A 2021 UK study found that 60% of divorcing employees felt it affected their mental health, demonstrating that even in the absence of a formal leave policy, a focus on work-life support can be crucial to helping employees stay committed to their jobs while coping with crises.
Another creative leave policy is menstrual leave, with Spain the first country to adopt it. Employees are entitled to a three-day leave of absence per month for severe or disabling menstruation.
Although severe menstruation may not cause a significant portion of the workforce to quit their jobs, it has been shown to have a significant impact on focus and work productivity the way any other symptomatic medical condition would.
The effects of menopause
In the same vein, menopause too can have a debilitating impact on daily life. A survey for the UK parliament found that one in three women were missing work due to menopause, with 75% also reporting experiencing problems with memory and concentration.
Even more striking, the Menopause Charity reports that 10% of women actually quit their jobs due to menopause, while the global cost of menopause-related productivity losses to businesses may be as much as $150bn per year.
Despite this, policy changes relating to menopause leave remain in their infancy. To date, the Bank of Ireland and London City Hall have made history by implementing a paid menopause leave policy and others have introduced menopause policies, including retail giant Marks & Spencer.
The initiative has had great success, leading to fewer absences and less staff turnover. Given the staggering statistics regarding the negative impact of menopause on work quality, concentration and commitment, accommodations for women suffering from menopause symptoms must surely be a step in the right direction.
These initiatives come alongside more long-standing policies such as bereavement leave – which is being expanded in the UK to allow time off for employees suffering pregnancy loss or those who have a baby needing neonatal care.
Is more leave the answer?
However, critics have argued that the expansion of workplace leave is not the answer when it comes to supporting valued employees in difficult times. While undoubtedly people need time off to grieve, deal with caregiving or receive medical support, there is also a school of thought that suggests that this alone is insufficient and exacerbates the division between work and home life.
Analysts, too, fear that some of these policies may in fact deepen further gender inequality in the workplace, not only when it comes to leave allowances for maternity, menstruation or menopause, but also because the statistics show that the bulk of caregiving and childcare responsibilities fall disproportionately on women.
But there are other options open to employers who want to offer more holistic support to retain and support their talented employees, alongside a generous leave allowance.
5 ways to support employee wellbeing
1. Offer practical and logistical support for employees navigating difficult life events.
2. Prioritise human connection and compassion. Simply listening to employees, showing empathy and understanding and taking on what they consider to be challenging can go a long way. For larger employers, access to a counsellor or therapist could improve the situation for many employees.
3. Be flexible. Progressive leave policies may not be feasible or practical for all employers. Post-Covid-19, there are a plethora of alternatives to leave, including remote working and flexible schedules, which may allow employees facing certain life events to work in a way that does not require taking leave.
4. Early intervention is key. Make sure you have an open relationship with employees and, if they are showing signs of struggling, intervene sooner rather than later. Engaging employee support programmes are also a fantastic and progressive option for employers who may wish to either supplement workplace leave or reduce the need for certain types of workplace leave.
5. Provide easily accessible information about what benefits, leave and other guidance and support employees are entitled to, but allow for flexibility and personalisation.
When it comes to workplace leave, many employers are moving in the right direction. However, more work is needed to track employees’ life challenges and needs and employee benefits policies must be adjusted accordingly to include additional accommodations, benefits and mental health support.
Statistics support the need for these evolving policies, with a recent Willis Towers Watson survey finding that 85% of employees would be more likely to stay in their role if their employer focused more on wellbeing.
Supplied by REBA Associate Member, ApiaryLife
Life stage and life event support delivered by experts with legal backgrounds.
