Media Education – Bereavement Policy

Designed in support with:

Bereavement is a very common and inevitable life experience. Media Education recognises that as an employer it can play a valuable role in supporting you as an employee through the difficult times that can come with bereavement.

The circumstances of bereavement and the impact it has vary enormously. Furthermore different people will have different responses to and ways of coping with bereavement. Media Education aims to understand the individual needs of a bereaved employee and respond flexibly.

There are two main elements to Media Education’s approach to addressing your needs as an employee who has been bereaved:

1. Bereavement leave.

2. A supportive work environment.

1. Bereavement Leave

General Approach

Since bereavement impacts all individuals differently the guidelines below are intended to show the minimum paid leave you are entitled to in a few different circumstances. This is intended to be a reassurance, a helpful starting point for discussion and not a detailed rule book (although inevitably guidelines can sound a bit like they have been written by a lawyer!).

At Media Education all employees have an allocated Occupational Sick Pay. At Directors meetings it was agreed that this time allocation should be used by the team on trust when needed. All bereavement leave, with the exception of Parental Bereavement Leave should be taken from the OSP allocation. This leave is paid. It should be noted that once this leave is used the team revert to Statutory Sick Pay.  Media Education will actively consider all reasonable adjustment requests and work to support each team member. Our request would be that in taking leave, which we understand might be immediate, that people communicate as much as possible to allow us to plan. The amount of paid leave will be agreed with the Directors of Media Education, taking account of specific circumstances. The leave need not all be taken in one block.  Further additional time off may also include short notice annual leave and also unpaid leave.

Parental Bereavement Leave

There is specific legislation relating to bereavement as the result of the death of a child (aged under 18, including stillbirth after 24 weeks).  Media Education provides for 4 weeks bereavement leave in these circumstances, which can be taken any time in the 2 years following the bereavement.  Death of an adult offspring is not covered under this policy, however an employee is entitled to use OSP allocation.

Bereavement Leave Following a Miscarriage

Many people will experience a miscarriage in the first 24 weeks of pregnancy as a bereavement. Scottish Partnership for Palliative Care (SPPC) recognises this and an employee will be entitled to use their OSP allocation (this also applies to the partner of a person who has had a miscarriage).

Death of a pet

The death of a pet can be difficult and can leave a significant and upsetting gap in daily routines. SPPC recognises the grief which can be experienced in these circumstances and that a period of bereavement leave may be helpful.  Suitable arrangements for your circumstances can be discussed with one of the Directors and your OSP allocation used.

Communications

You should notify one of the Directors if you need to take leave as soon as possible.  Your next of kin or another family member can notify them on your behalf.  Media Education will normally tell colleagues (and key stakeholders) that you have been bereaved. Beyond this basic information we will follow your preferences on what is communicated.

In the unlikely event that an employee’s bereavement relates to a death that is of media interest, Media Education will provide no comment to the media and instruct employees to do the same.

Returning to Work

Returning to work after a bereavement may be difficult, although for some people aspects of the workplace can also be helpful (e.g. structure, social contact, distraction). Media Education will ask you about your communication preferences – what information, if any, would you like Media Education to make available to colleagues and other stakeholders about your situation in advance of your return to work.  

We know that your preferences may change depending on how you feel, and will continue in conversation around these over the early weeks/months you return.  Media Education will be flexible within reasonable adjustments in managing your return to work; for example considering changes to patterns of work and specific duties to support a successful phased return.  An important factor to consider is health and safety – fatigue or difficulty in concentrating may make some work unsafe – for example driving to meetings or events.  

Media Education recognises that a bereavement may impact on someone for an extended period, and on specific future occasions. Media Education will be flexible within reasonable adjustments in enabling the use of bereavement leave at future points which may be long after the bereavement has occurred (for example on a significant date eg birthday or anniversary, or during a difficult period of resurgent grief).

This guidance about bereavement leave should be viewed as a baseline, with Media Education looking to be flexible and appropriately responsive to your individual circumstances.

Sick Leave

Media Education recognises that an employee may need to take sick leave when a member of staff does not feel able to return to work following a bereavement. This could occur after the periods of paid parental bereavement leave and paid OSP leave, holidays or unpaid leave is exhausted. The employee should attend an appointment with their GP to discuss their situation and to seek support as appropriate.

2.  Supportive Environment

Media Education aims to be a “bereavement friendly workplace”, acknowledging that everyone in the workplace - co-workers and Directors - can contribute to a supportive environment. To support this aim:

  • This bereavement Policy has been produced in collaboration with all employees.

  • All Directors have read the Being a Supportive Manager section of the Scottish Bereavement Friendly Workplaces Toolkit .

  • All employees are encouraged to read and watch these resources which aim to help us each be a supportive colleague.

  • The nature of Media Education’s work may sometimes trigger difficult feelings and thoughts linked to an employee’s experiences of illness, dying and loss.  Media Education will fund access to counselling in these circumstances.

  • Media Education recognises that different cultures respond to death in significantly different ways and our approach to bereavement will support particular practices or special arrangements which are part of an employee’s religion, belief or culture. Please let one of the Directors know what you need.

  • Media Education endorses and actively promotes the Bereavement Charter for Adults and Children in Scotland.

  • Further information and support about bereavement is available here: https://www.goodlifedeathgrief.org.uk/support-after/