While we often think grief is about the death of a loved one, there are other difficult life circumstances that create a deep sense of loss. Divorce is the top among those experiences.

Divorce represents a significant ending. 

Within it, whether desired or not by both parties, it represents a major life transition. Not only the loss of the marriage partnership but the loss of other relationships such as those previously held with a partner’s extended family. Friendships are affected. Loss of shared responsibility, loss of collaboration – another brain to make decisions with. Loss of stability no matter how fragile that might have been before. 

Layers of loss that become revealed over time and distance from the end of the relationship.

The challenges of the process itself have implications at work as well as at home. Juggling the legal process, decisions on behalf of children, and the demands of employment means that employees are exhausted, stretched thin, and finding themselves facing all kinds of change. Employees’ needs may be different – temporarily or in some cases permanently. Employers have opportunities to handle their employee’s needs with compassion, care, and wisdom.

Working while divorcing affects individuals and work teams. Team members may be taking up the slack or more simply, dealing with the tensions and stress of the individual experiencing the loss. Managers may find themselves in unfamiliar territory as supporter and encourager alongside upholding the parameters of company policy around topics such as leave and work schedules.

How do employers respond with care and concern while considering the implications of productivity needs?

Compassion, curiosity, and flexibility are tools any manager can access. This might look like finding ways for divorcing employees to work more flexible shifts, exhibiting a willingness to negotiate the need for a different schedule entirely or to work from home part of the time. Managers can also learn about the ways grief may show up during this stressful process. Armed with good grief information, a manager can be compassionately aware and curious about changing conditions and the impact on performance.

According to Modern Family Law, employers have opportunities to support and encourage positive outcomes for everyone in the ways they choose to handle sensitive situations such as divorce.

Divorce is a significant change in the life of employees. Comprehensive support systems alongside clear company policies can help employers and their employees work together. Keeping lines of communication open creates the possibility for an employer to succeed in supporting a valuable employee.

Companies have an opportunity to create an organizational culture that not only supports the individual but also reflects this support organization wide. The impact of a culture of compassion and support represents to all how employees are valued, respected and appreciated. In turn, employees are more likely to express greater loyalty, improved moral and a more resilient workplace.

Ultimately, Modern Family Law suggests that “addressing the challenges of divorce in the workplace is not just about supporting individual employees; it’s about fostering a healthier, more productive, and empathetic workplace for everyone.”

How is your workplace building a more empathetic space for all employees?

As a grief coach and educator, I can provide your organization with a presentation designed specifically to meet your company’s needs. Contact me to learn more about grief awareness and how I can help!