Changes that happen in an employee’s day to day life can have a huge impact on their ability to concentrate and perform. Unfortunately, your client’s office manager is currently going through this, and it is understandable that your client wants to help them.
The Positive Parenting Alliance (PPA), a group of organisations, and individuals, aiming to ensure the welfare of children during family breakups, have started a ‘HR Initiative’, in which they encourage employers to implement policies that are specifically designed for employees through divorce or separation.
In a survey from January 2023 the PPA only 9% of respondents reported that their employer had a specific policy that they could turn to. Other findings include:
• Over 90% said that their work performance was impacted in some way when they went through a divorce
• 95% reported that their mental health at work suffered
• 70% admitted to being less efficient at work
• 39% took time off as a result of the separation
• 12% stopped working due to the separation.
The benefit of a policy
Your client would benefit from a specific policy, that outlines the options available to employees, and how they will be supported at work. This creates a central source of information that employees can be referred. It is also advertising of the availability of support; some employees may not even realise they can go to their employer for this.
A well-defined policy also encourages consistency, by giving line managers processes to follow. Their approach to the issue can make a big difference to the employee, and the effectiveness of the support. Training therefore for all managers on the policy, and how it is to be used, is essential.
Adapting working practices
Another thing for your client to consider is that employees going through divorce or separation are more likely to need flexibility at work. They might struggle to arrange childcare and the school run, or may have to attend meetings about their children or the separation during working hours, as they attempt to reconfigure how their family operates. They could try to be flexible by allowing time off, letting time be made up rather than lost, which can make a significant difference to an employee when they need it most.
Providing and signposting support
Your client might be able to pay for an employee assistance programme that provides counselling and practical advice. Emotional counselling will be important to help the employee adjust. Alternatively, they can signpost employees to appropriate support and counselling services, for the employee to access independently.
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