Find information on how to help line managers give the right support and guidance to staff who are bereaved, have become carers or are facing a life-changing diagnosis.
When we are bereaved, become a carer or are facing a life-changing diagnosis, the first person we speak to at work is usually our manager. Line managers may find that providing this support is challenging – both as a line manager and as a person. Managers must have the right support and guidance throughout the process.
Supporting a team member can come with organisational stressors such as managing workloads or navigating policies. It may also have an emotional impact. Supporting someone can often bring up our own history with grief or caring.
Their own line manager will be able to provide support, for example, confirming that the practical steps they have taken to help their colleague are the right thing to do. They may have experience and ideas of their own to contribute. The training you offer will also provide a firm basis to help them to cope.
The helplines and online chats in the signposting section may be helpful.
Tips for supporting line managers
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Discuss being a Compassionate Employer from the beginning. Teach new and existing managers what support is available and how to find it. Include bereavement, caring and illness support in your inductions and frequently in any regular management communication
Encourage managers to look after themselves too. Signpost to your Employee Assistance Programme if you have one. They can provide emotional support as well as practical advice for line managers. You can also refer to helplines in our signposting section.
Regular 1:1s. Make sure managers are regularly meeting with their managers, particularly during this time. This will help identify any support needs or challenges they are having.
Ensure any relevant policies and processes are clear. If the manager has any questions set up a time to go through this with a member of the HR team. This will help them feel confident taking the appropriate steps as well as help them communicate this to their team member.
Have a clear structure of responsibilities and accountabilities. Communicate what areas the employee, the manager or your HR team, will lead. This communication will need to be ongoing, and it can be helpful to document actions and next steps and expected timelines.
Offer training and guidance. Ensure managers know your organisational policies and leave procedures including any HR systems. They should also feel confident managing difficult conversations, understand any legal and contractual rights and how to signpost to practical and emotional support.
Consider a buddy system or network for managers. Not all managers will have experience in supporting a bereaved team member or unpaid carer. Providing a way to share knowledge, expertise and best practice amongst your managers can help.
Encourage managers to reflect on what went well and what did not. This can help make improvements to systems and processes, as well as increase their confidence for the future.
Give positive feedback and encouragement. Supporting a team member through difficult moments can be stressful and emotional. Let them know the value they are bringing to their team and the organisation.
Remember that managers do not have all the answers. Keep checking in and remind them of the support and guidance available.
