Statutory Paid Bereavement Leave: Loss of Family Member

Debate between Jonathan Edwards and Patricia Gibson

Monday 30th November 2020 Commons Chamber

[Patricia Gibson]

The hon. Gentleman makes an excellent point, and it is something I will return to in just a moment, if he will permit me.

According to research commissioned by the charity Sue Ryder, a third of employees who experienced a bereavement in the past year did not receive any communication from managers or the leadership of their organisation about bereavement. Only 32% of employees are aware of whether their employer has a bereavement policy, despite the fact that we are in the middle of a global health pandemic, with covid-19 linked to over 56,000 deaths across the UK since the end of March. Of those who felt well supported by their employer after experiencing a bereavement, 60% cited being allowed enough time off and not being pressured to return to work before they were ready as key actions their employer took. This debate is timely, since the global health pandemic—which has touched us all in various ways—has sharply reminded us about the fragility of life, and the profound and cruelly random nature of loss and bereavement.

[Jonathan Edwards (Carmarthen East and Dinefwr) (Ind)]

I congratulate the hon. Lady on bringing this issue before the House this evening, and on her work on parental bereavement leave. Does she agree that the real issue we have at the moment is the ambiguity in the law? Essentially, it says that employers must offer a reasonable amount of time for employees to grieve. There are some examples of very good employers—Morrisons, I understand, gives two weeks’ paid leave—and other employers give less time, but it is the ambiguity that creates the problem for employees at the moment.

[Patricia Gibson]

The hon. Gentleman makes an excellent point. It is that ambiguity—that discretion—over something life-changing like a bereavement that is simply unfair. People deserve a level playing field; after all, death is the great leveller.

Across the UK, during this health pandemic, we have experienced bereavement on a distressing scale, and it has touched us all. That is why there has been such public support for the measures to try to control this virus: each of us has lost, or is in fear of losing, a loved one. This has had a significant impact on our workforce, as 7.9 million people in employment—24% of all employees —have experienced a bereavement in the past 12 months. It is estimated that for every death, six people experience intense grief. Taking into account the number of deaths in the UK each year and employment rates, we can say that bereavement causes nearly 2 million working people to suffer from intense grief each year. Such a profoundly life-changing experience brings with it potential long-term consequences for a person’s mental and physical health, and in some cases can trigger mental health conditions such as depression, anxiety and post-traumatic stress disorders, as well as being linked to an increased likelihood of heart attacks, diabetes and increased mortality. The impacts of grief on society are huge, and cannot and must not be left to the discretion of employers to manage in the workplace.

As the hon. Member for Carmarthen East and Dinefwr (Jonathan Edwards) mentioned, we all know that many employers are supportive and understanding when an employee suffers a close bereavement, but we also know that many employers are not perhaps as supportive as they could be. Sometimes those who are grieving are pressured to return to work when they are still in the midst of the initial shock and trauma of loss. Without any statutory rights for employees to paid bereavement leave, the time and space to grieve for too many people is determined by the good will of their employer. That cannot be right, and it is counterproductive in a number of ways.

Typically, UK employers offer three to five days’ compassionate leave for the death of a close relative, but the discretionary nature of this leave means potentially that thousands of employees are unable to take leave without fearing that it could undermine their job security. In addition, we know that those in less well-paid jobs are far less likely to receive any discretionary time off with pay when they suffer a bereavement or have any compassionate leave at all, and that is grossly unfair. Death is the great leveller in society, so the time and space to grieve without worrying about loss of pay or pressure to return to work too soon should be available to all. Those on low pay are much less able to absorb the losses associated with unpaid leave and the immediate financial burden of bereavement. They are also at greater risk of being dismissed from work for taking time off or not being able to focus on their work due to the fog of grief. All of this increases the pressure and financial stress on employees who are trying their best to cope with the loss of a close family member. There is also some evidence to suggest that those in more challenged socioeconomic circumstances are more likely to experience complicated or persistent grief, because they are likely to face more difficulties accessing appropriate services and information to help them cope with their feelings of loss and grief.

As well as humane and compassionate reasons for statutory bereavement leave, there are also economic reasons for this change. Research commissioned by Sue Ryder shows that grief experienced by employees who have lost a loved one costs the UK economy £23 billion per year and costs the Treasury nearly £8 billion per year. However, these costs could potentially reach as high as £49 billion to the economy and £18 billion to the Treasury. Most of the considerable economic impact arises from grieving employees being unable to work at their normal levels of productivity while they deal with the emotional, practical and financial aspects of coping with the loss of a close relative. That, in turn, leads to a cost to the Treasury in lost tax revenues and the fallout of reliance on NHS support, such as mental health and social care needs that can often follow. So although statutory bereavement leave for all those who lose a close family member will involve costs, this is actually preventive expenditure, as it will lead to a significant saving for the UK economy and the Treasury, a more productive and resilient workforce, and reduced staff absence. Such support will mean less cause to rely on NHS support, or perhaps even social security support, in the case of those employees who drop out of the workforce altogether following a close bereavement. So of course there are costs attached to statutory paid bereavement leave, but there are also significant costs to not doing this. It is in our interests as a society, and it is in the Treasury’s interests, to take full cognisance of the profound, debilitating effect grief can have on those who lose a loved one, and statutory paid bereavement leave is a progressive and enlightened thing for any society to have in place.

When an individual is suffering from grief, it not only has implications and consequences for the individual, although it undoubtedly does, it also has wider societal and economic consequences for all of us. Clearly, there are individuals who are pressured into returning to work before they are ready to do so. It is not in the employer’s interest, and it is not in our economy’s interest, to simply insist on presenteeism in the workplace. Presenteeism has significant impacts on employer revenue, employee income, tax revenues and total gross value added.

Statutory bereavement leave for the loss of a close relative is something that people across the UK support. In fact, 62% of people across the UK believe it is the right thing to do. The current arrangements allowing leave for family emergencies carry no statutory obligation that such leave should be paid—and it very often is not. The Minister will know that, in its consideration of the Parental Bereavement (Leave and Pay) Bill, a Department for Business, Energy and Industrial Strategy impact assessment conceded that there appear

“to be large differences in what is currently offered to employees when they suffer a bereavement with the situation tending to be managed at the discretion of the employer and line managers.”

We can all agree that that is not satisfactory, which is why it is important that we put an end to what the report called the “large differences” between what employees are offered at the discretion of employers and what they should be entitled to.

We need to put bereavement leave for all who lose a close relative or partner on a statutory footing. That can be done if the political will is there to do it, and that political will certainly exists in our society. I suggest to the Minister that the vehicle for doing this could be the employment Bill, since the proposals put forward this evening indirectly relate to some of the Bill’s expected provisions.

I urge the Minister to study these proposals carefully for the sake of the wellbeing of our workforce and our economy. I urge him to support these progressive and compassionate measures, which would give the profound effects of bereavement the statutory recognition they need and deserve. If he were to do so, or to commit that the Government intend to seriously investigate doing so, while we are in the midst of this global health pandemic, that would send a signal that he and the Government are aware that we are all in this together and that we should come through this together. We need to look after each other, and this Parliament and this Government should take the opportunity to lead the way.