How Employers Can Deal With The Impact Of Divorce In The Workplace
According to the Office for National Statistics, there were more than 100,000 divorces of opposite-sex couples in 2019. That equates to 8.9 divorces per 1,000 married men and women aged 16 years and over. Furthermore, there were 822 divorces among same-sex couples.
In other words, over 200,000 people are experiencing the effects of divorce each year, a significant number. And when you consider the impact divorce has on many aspects of a person’s life, including their work, it’s easy to understand why employers need to be able to deal with divorce in the workplace.
The Cost Of Presenteeism
While many divorces are concluded amicably, there is still an impact on the parties involved before, during and after the process. Employees experiencing divorce are sometimes tardy and often absent-minded when they are at work. As a result, their performance and productivity tend to suffer. These individuals are also likely to be absent more often.
But absenteeism isn’t the only problem employers might see with employees who are experiencing divorce. Presenteeism ー where a person goes to work despite feeling unwell (either physically or emotionally) and should really stay home ー actually has a greater impact.
Indeed, a report from Deloitte and mental health charity Mind estimated that presenteeism alone costs UK employers between £26bn and £29bn annually through lost productivity. This was around four times the cost associated with absences owing to poor mental health, which was c. £6.8bn annually.
Dealing With Divorce In The Workplace
Unfortunately, divorce in the workplace doesn’t always receive the attention that other life events do. For example, bereavement ー the impact of which is often likened to divorce ー is met with employer understanding and employees even have a right to take time off as a result.
The Advisory, Conciliation and Arbitration Service (Acas) says anyone classed as an employee has the right to paid time off if one of their dependants passes away. The same doesn’t apply to divorce, however.
Nevertheless, employers are in an excellent position to support employees who are experiencing a divorce.
First and foremost, line managers should be adequately trained and have all the tools they need to help support an employee who is going through a divorce. This could be as simple as knowing how to recognise the signs that someone is struggling and asking if there’s anything they can do to help.
One way employers can help is by offering the individual flexible working arrangements, an employer can both facilitate the employee’s need to attend appointments and highlight that they care. Then there is more structured wellbeing support, which could come in the form of counselling via an Employee Assistance Programme. While such initiatives may not be enough to fully support the individual, sometimes, just knowing help is available can be beneficially reassuring.
If you have more questions about this topic or any other legal issues relating to divorce or separation, please do get in touch as we are always happy to help. You can call us on 0203 488 4475 or email contact@thedivorcesurgery.co.uk
Author Name: Editor
Published content by The Divorce Surgery Editorial Team.
Related Posts
