Separating Families Policy

Are your employees providing 40% less ROI* for the salary you pay them – and detrimentally impacting their co-workers – simply because they are dealing with the trauma and financial costs of family separation?

IT’S NOT JUST A TICK BOX

Apart from the ethical case, there is also a financial case for employers to provide appropriate support for separating parents within the workforce as part of a broader set of family friendly policies.

A recent study revealed:**

• 79% reported an impact on their ability to work

• 39% reported decreased productivity

• Just under 10% left their employment within a year of divorce

• 15% reported an increase in errors or workplace accidents

**Rayden Solicitors, which asked employees at 133 workplaces across the UK about their experiences of relationship breakdown

Why is the subscription so low?

Because as a TEDx speaker and campaigner for less adversarial ways to divorce, I’m on a mission to ensure that every employee in the UK never needs to say to me: “Suzy, I wish I’d met you two years ago”.

Help me to help you to prevent the catastrophic divorce chaos, that is in most cases completely avoidable, by educating couples about better ways to divorce and co-parent.

What your employees will be able to access:

An employee’s productivity is reduced by 40% and will suffer on some level for the next 7 years*

By simply sharing a bespoke website link to all employees, that gives them access to free co-parenting resources and education about peaceful ways to keep their divorce and family disputes out of court – you can ensure that your employees will not be part of the following statistics:

A 2014 study for the Nashville Business Journal*, found that in the 6 months leading up to and in the year of divorce, an employee’s productivity is reduced by 40% and will suffer on some level for the next 7 years. Not only that, but there is an impact on the divorcing employee’s co-workers!

Example Case Study

Just Imagine........

Why not be really proactive, and be one of the first UK businesses to adopt a Separating Families Policy?

And if you want to shout about how much you take care of your employees, we would be happy to create a press release and share that with journalists who are already interested to know more about this new way to support employees, to provide a resource hub that is confidential with free access to premium resources that will reduce the financial, psychological and co-parenting challenges your employees face, AND to demonstrate your duty of care as an employer.

One Step Beyond

Going beyond the statutory applications of s.57A of the Employment Rights Act 1996, employers would be wise to provide additional leave relating to divorce, separation, co-parenting or marriage difficulties, to support and retain their staff.

All employers accessing the Separating Families Policy Template, also have the opportunity to share a free resource that will give their employees access to ways to reduce the cost and stress of family separation via the Best Way To Divorce Resource Hub.

Access for employees to the Best Way To Divorce online resources are available as a complimentary adjunct to companies using the template, and these free resources will not only demonstrate an employer’s duty of care, but also offer a preventative role in empowering employees to avoid often debilitating costs, negative long term mental health issues and decreased productivity in the workplace, as a direct result of all too common family breakups turning toxic.

Our resources significantly reduce the tendency for employees falling into the trap of a divorce gone wrong, or of going to war over the children. They educate and empower employees to access dispute resolution and to find peaceful ways to resolve any conflicts.

Sharing the link and special access code to the Resource Hub will demonstrate a duty of care by the employer, by giving their employees confidential access to additional resources free of charge, that the general public have to pay for.

We will not disclose the individual details of which employees access this divorce and co-parenting resource, but we can inform the company of the level of employee uptakes.

So how do you know whether or not you have employees who are providing 40% less ROI* on the salary you pay them – and detrimentally impacting their co-workers – simply because they are dealing with the trauma and financial costs of family separation?

You don’t. At least, not until a great deal of damage has been done.

Share the bespoke resource link that we will provide, and we will report back how many registrations ensue. The details of the employees using the resource remain completely confidential, but you will be amazed by just how many will access it. 

As a business who wants to demonstrate duty of care and be seen by new recruits as a business that genuinely supports their employees, it’s time to be proactive. Provide a resource hub that is confidential, with free access to premium resources that will reduce the financial, psychological and co-parenting challenges your employees face.

The Support Team:

Suzy Miller TEDx 2019

Which of your existing policies will integrate with your Separating Families Policy?

Policy – Compassionate Leave:

• Employees newly affected by family separation can be thrown into shock and a state of grieving similar to bereavement

Policy – Work-Life Balance

• The practical as well as the emotional effects on employees during family breakup and co-parenting challenges can make the existing work-life balance HR provisions and strategies less effective. Employees can suffer physical and psychological repercussions from the increased stress, practical responsibilities and emotional overload of their co-parenting challenges. This makes an additional focus on work-life balance and appropriate support from the employer a way to prevent further disruption to the employee’s productivity.

Policy – Employee Wellbeing

• The effects of family separation and co-parenting are not just on the employees who are dealing with family breakdown, but also on their work colleagues who may have to compensate for increased absenteeism, presenteeism, and unhelpful behaviour from their affected team member or manager. Lack of support for the employee affected by family separation could have serious implications on the productivity of the wider workforce.

Policy – Special Leave

• In addition to eligibility already in place in the current company policy for Special Leave, it is recommended to include some or all of the following as eligibility criteria:
  • Moving home due to family separation;
  • Childcare arrangements involving a greater level of responsibility and time commitment on the affected employee;
  • Coping with the emotional fall out and the need to seek professional psychological support;
  • Attending court cases;
  • The need to access legal, financial and well-being advice during working hours
    (note: the Best Way To Divorce free support package provides easy access out of hours to a range of key professionals and to support groups)

Policy – Flexible Working

• Eligibility can include the need to change working practices due to changes in childcare arrangement.

Policy – Parental Leave

• Eligibility can include the need for circumstances not normally covered by parental leave such as occasional requirement to leave early due to childcare responsibilities.

Policy – Management of Short and Long-Term Absence

• Becoming a single parent puts huge strain on the ability to work around childcare and parental responsibilities
• The non-resident parent (often the father) may have limited time with their children with specific windows of opportunity, and sometimes long distances to travel, which may mean adjustments to working hours are required
• Childcare issues when one parent is no longer available or willing to facilitate the other parent’s customary working hours, can cause ongoing changes to that employee’s ability to adhere to their previous agreed hours and schedule

Policy – Sick Pay

• Mental health issues are often triggered and can become longer term issues if not resolved early on

Policy – Bullying and Harassment

AND

Policy – Violence at Work

• Employees in coercive and controlling relationships can be at additional risk during separation and their safety in the workplace from physical threat may be required at the employer’s expense
• Depression and lowered self-esteem can increase the likelihood of being bullied and also having behaviour misinterpreted as unsociable or uncooperative

Policy – Equal Opportunities

• A single parent (especially if that role is a recent one) is often disadvantaged in workplace settings with promotional opportunities and social/networking opportunities.

Policy – Mental Health

• The Mental Health First Aider can signpost the employees to resources and provide a trusted contact and safe space for ongoing access to support.