Recent statistics reveal that in the UK, depending on when they were married, somewhere between a third and a half of all marriages will end in divorce. Some couples are able to continue an amicable relationship with their former spouse, while others experience an emotionally turbulent time. For this reason, employers are advised to know how to offer support and understand any legal questions that may arise.
Why support staff going through a divorce?
Firstly, it is the right thing to do from a human perspective but it is also important to your company or organisation. The stress of a divorce can sometimes affect an employee’s performance and productivity. They could be suffering from poor sleep, childcare concerns or may be burn out completely, leaving you without a valued member of staff. This is where HR can step in and offer a range of initiatives to support employees.
What sort of issues may an employee going through a divorce face?
- Emotional
The likelihood of an employee being affected by divorce at some point is quite high. Divorce has been likened to grief in the terms of its emotional impact, and it usually spells a period of turmoil and uncertainty going forward.
- Financial
Financial survival is a very common concern for divorcing couples too, and will no doubt be on the minds of most. They’ll be wondering how they are going to afford rent or mortgage payments on their own, and other bills and household costs that used to be shared.
- Child Care
When parents separate, it can cause real issues when it comes to providing child care. If both parents work but no longer live near each other, then extra child care may need to be arranged, and paid for.
How can HR help support an employee through the divorce process?
There are a number of ways that HR can support employees through a divorce:
Offer support
Make it clear that it is okay for them to talk about it if they would like to and provide support with accessing mental well-being services if required. If employers offer private healthcare as part of their remuneration package, then it would be a good thing to include psychological therapy within that.
Flexible working
It may be that the separation has affected an employee’s ability to work at certain times, therefore, if possible, HR could suggest working from home, a change in hours, or reduce overtime.
Offer compassionate leave
For some, a little time off can relieve pressure and make them less inclined to need to be off for a long period. For others, work is a welcome distraction, so don’t push it onto them – let them lead.
Are there any legal obligations on either side?
Employees are not legally obligated to inform their employer if they are going through a divorce, however, many will choose to share this information and may require extra support during the process. There are also no legal obligations on behalf of the employer, but, if you dismiss an employee after they have disclosed that they are getting a divorce, because you are concerned about how it might affect their performance, then they could potentially have grounds to sue for unfair dismissal. Similarly, if they disclose mental health struggles. The correct disciplinary proceedings must always be adhered to and employees must be treated fairly.
What other practical steps can be taken?
- Take the pressure off – redistribute some of their workload across other colleagues if possible – don’t let it come across as a punishment though
- Be empathetic
- Listen
- Don’t invalidate their feelings or ridicule them
- Don’t offer advice – that’s the job of health care and legal professionals
- Actively discourage gossip amongst other staff members.
