In new research launched in collaboration with Ipsos, we found that 69% of UK adults aged 16-75 strongly agree or tend to agree that employers should have a bereavement policy in place that accommodates different religious needs.

The opinion that, regardless of cultural or religious difference, everyone deserves time to grieve feels a pretty normal perspective to have, and yet a lot of employer’s bereavement policies would not create this time. And I’m not suggesting that this is a result of employers actively excluding people from their policy, but is far more likely because typical bereavement policies by design are often exclusive of non-British customs when it comes to grief.

In the UK there is no legal entitlement to paid time off (outside of child bereavement) and the average amount of compassionate leave given by organisations post loss is 3-5 days straight after death. However in many different cultures and religions the death of a loved one comes with traditions and rituals to observe which often fall outside of this window which would then not be covered in common bereavement policies.

For example, the Islamic tradition of visiting loved ones on the 7th and 40th day of mourning as well as the anniversary wouldn’t fit in the ‘standard’ model. Or for example in the Jewish community, there are several periods of mourning post the loss of a loved one and these can vary depending on relationship with the deceased. And all religious traditions will also vary by community and family.

As the average bereavement leave given would not cover these important moments, it could leave employees in a more vulnerable position needing to use holiday or unpaid leave, or having to negotiate their time off. We don’t believe this is something anyone grieving should have to think about.

Grief is not linear and at Lucky Generals we have designed our new bereavement policy to ensure flexibility for individual experience is front and centre. Each General is entitled to 2 weeks of paid leave to be used in the first year after loss, and an additional 5 days in the second and third years to be used for the tougher moments such as birthdays or anniversaries and to recognise important cultural moments. We have also incorporated an increased emphasis on flexible working, allowing more opportunities for remote working or a change in working pattern and we actively encourage anyone experiencing loss to share any specific cultural or religious needs so we can support them best at this time.

Navigating grief is messy and complicated with everyone needing differing levels of support, flexibility and time. It’s crucial that our industry has an open and human approach to how we experience grief at work. We believe it’s the responsibility of employers to ensure that their people have space and time to respect the customs of their own religions and beliefs. To ensure that their people are not restricted to an antiquated one-size-fits-all approach that leaves little room for cultural difference and isn’t reflective of the society we live in or the companies we want to be. We hope that through sharing our research and policy, other like-minded organisations will consider how employees’ religious and cultural differences should be reflected in their bereavement policies and practices at work.