Managing bereavement at work

ACAS (the Advisory, Conciliation and Arbitration Service) has published a guidance document for employers on managing workers who have suffered a bereavement, entitled “Managing bereavement in the workplace – a good practice guide”.

The guide offers practical advice to managers on how to deal with employees sensitively and compassionately when they have experienced the loss of a loved one.

The guidance recommends that managers take into consideration factors such as the uniqueness of each individual’s grieving process, cultural and religious factors, and disabilities including depression when managing the employee’s absence and return to work.

Good practice recommended within the guide includes the consideration of flexible working for those struggling to return to work and stay at work, regular reviews with the bereaved person and sensitivity when dealing with requests for leave. The guide highlights the importance of employers adhering to existing employment law, including providing reasonable time off for emergencies including the death of a dependent and making reasonable adjustments for people with disabilities, including mental and physical health conditions which may be exacerbated by bereavement.

The full guidance document can be accessed at:
http://www.acas.org.uk/media/pdf/0/m/Managing-bereavement-in-the-workplace-a-good-practice-guide.pdf

Dress code

Employers often attempt to present a professional image to their customers and clients by requiring their employees to wear a particular type of dress.

ACAS (the Advisory, Conciliation and Arbitration Service) has issued guidance on what employers need to consider when implementing a dress code within their organisations to prevent them falling foul of sometimes complex health and safety and anti-discrimination laws.

The guidance issued on their website recommends that employers must avoid unlawful discrimination in any dress code policy. It is also important to be aware that whilst a dress code may be in place; reasonable adjustments may need to be made for disabled employees. Dress codes must apply to both men and women equally (although they may have different requirements). Further, employers are encouraged to take into consideration employees’ needs to reflect their faith in the clothing and articles they wear as well as considering any potential impact on health and safety.

Nonetheless, employers are advised to act with caution in this area due to some conflicting legal decisions. ACAS recommends that any requirements to wear or not wear particular items of clothing or jewellery must have a clear reason behind it, which should be communicated to all employees in writing, preferably following a period of consultation. Any requirements must relate to the job in question and be reasonable. It is strongly recommended that you take specialist legal advice when putting together a dress code policy that balances various requirements.

Full details of the ACAS guidance can be found at: http://www.acas.org.uk/dresscode

Whilst every effort has been made to maintain accuracy throughout this article, Nationwide Employment Lawyers cannot accept responsibility or liability for any errors. This article is intended for guidance purposes only and does not constitute specialist legal advice. Nationwide Employment Lawyers accept no responsibility or liability whatsoever for any action taken or not taken in relation to this article and recommend that appropriate legal advice be taken in all circumstances.