Separating Families Policy for
Small Business Umbrella Organisations
Just because the small businesses in your care are dealing with the trauma and financial costs of family separation, that doesn’t mean you are not able to significantly support them.
As an organisation that supports a range of small businesses, the cost for you to share this resource with your membership is zero. The gain – apart from genuinely helping the business owners in your care – is that for a limited time only we are accepting complimentary listings within the resource hub for appropriate services. So information about your organisation will be available to ALL employees who access the resource hub UK-wide (except for the employees of any companies you are in direct competition with, obviously!) – and it won’t cost you a penny.
So, for example – if your organisation’s service would be valuable to thousands of UK employees to access directly from their resource hub, then subject to approval of the content, that resource would be made available to them in return for you sharing this valuable resource with your own organisation membership.
It’s a win-win for everyone.
IT’S NOT JUST A TICK BOX
The business owners themselves and their employees whom you support, need extra help.
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
For the total monthly cost of £44pm (<100 employees) / £60pm (100+ employees) for our subscription to the Separating Families Resource Hub, ALL employees gain access to:
- free family separation and co-parenting resources
- additional premium resources included in the employee benefits package
- privacy – they are not obliged to discuss their private life with their employer
So that their business can:
– Reduce employee mental health issues
– Reduce staff turnover and poor productivity
– Reduce workplace errors/accidents
– With no contractual tie-ins for your business to worry about.
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.
As an organisation that supports a range of small businesses, the cost for you to share this resource with your membership is zero. The gain – apart from genuinely helping the business owners in your care – is that for a limited time only we are accepting complimentary listings within the resource hub for appropriate services.
So, for example – if your organisation’s service would be valuable to thousands of UK employees to access directly from their resource hub, then subject to approval of the content, that resource would be made available to them in return for you sharing this valuable resource with your own organisation membership. Everyone wins.
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
Justin had a key role in running a small sales team, but the stress over his divorce-turned-toxic made him really hard to work with. When his soon-to-be-ex wife stopped him seeing the children, that’s when he needed to take time off work for stress-related illness.
That Statutory Sick Pay was a cost to the company they could not recoup, and they had to find someone else to not just fulfil Justin’s sales role, but to manage a team who were already being emotionally effected by the trauma of a young man denied access to his own children. Not to mention the endless legal bills as the battle over the finances waged on and on.
Justin was referred to occupational health at a further cost to the company, who then recommended he needed another fortnight off work for stress and anxiety. Meanwhile Justin had a mounting debt with a local lawyer who seemed to be making things even worse as the conflict over Justin’s separation and co-parenting continued to increase.
Finally, the company had to try to remove Justin from his post, paying out a severance fee and then the recruitment and training costs of a replacement, leaving the team and the company feeling that somehow they had failed to support this young man as well as they might, and in the end, everyone lost out.
What if Justin had received a monthly email which included a link to the Best Way To Divorce Co-Parenting Resource Hub, before his personal life descended into chaos? What if Justin had registered via that link for free to the resource hub, where he accessed:
– An online co-parenting diary which costs him and his co-parent nothing
– Other free resources and information about separation and co-parenting
– How to avoid legal fees and to stay out of court
– Access to complimentary videos/resources on how to de-stress
– 30 Short Videos on better ways to divorce using dispute resolution
– Links to organisations such as national charity Families Need Fathers
– 30 days free access to the Secret Divorce Support Group
Before too many bridges were burnt with his co-parent, Justin could have accessed the free helpline from the UK charity Families Need Fathers (who also help mums) and would have been able to understand his legal rights and access local support groups, so he didn’t feel so alone. Through the resource hub link he could have watched the 30 Short Videos which give him clarity over the divorce process and creation of parenting plans, without having to spend several thousand pounds on legal letters that just enflame the co-parenting conflict even more.
He would have learned through the free resources section of Dispute Resolution that Mediation is NOT about getting back together or going to Relate (which is a common misconception) and that it could be done online, using breakout rooms so his angry co-parent didn’t even need to see him on the zoom, as the mediator shuttled back and forth.
He would have used the coupon code in the co-parenting resources to give him (and his co-parent) free access to an online co-parenting diary which reduces the conflict in their communications. He also would have discovered several wellbeing experts and mental health support through exercise and meditation, and inspirational books and videos, and made good use of those free resources to help him cope better emotionally, so his team at work did not have to also carry the burden of his stress.
In fact, Justin could potentially have managed his situation so much better that HR never even had to know he was struggling. And if he went on to use some of the paid resources (the ongoing low subscription online support group, or the evergreen workshops that include complimentary 1-1 sessions with a range of financial, dispute resolution and co-parenting experts) – not only would he not need to share that with the company, but it would not be at any financial cost to the business. Sometimes people want to be empowered and to sort out their own challenges without having to call on the company.
But of course, if Justin did need some support from HR, as the business will now have a Separating Families Policy in place, he wouldn’t have to try and put a case for support whilst vulnerable and stressed, that was already agreed upon and available through the policy.
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:
Best Way To Divorce®
Suzy Miller is an international Divorce Strategist, TEDx Speaker and Trainer, featured on Radio 4 Women’s Hour, the Daily Mail and in numerous national media.
Suzy has collaborated with the Ministry Of Justice in helping to promote Dispute Resolution and educate couples on how to have a more peaceful divorce. She is the creator of the UK’s first Divorce Fair and she campaigns for better ways to divorce.
Over the last 10 years, Suzy has gathered together a set of resources to support employees in the UK and Internationally, and created the Best Way To Divorce Hub, offering online courses, support groups and live events focused on staying out of court, saving thousands in legal fees, creating foundations for effective co-parenting, and taking seriously the mental health implications of a messy divorce.
Kirsten Phipps Get is a Chartered HR professional with over 30 years’ experience in business administration and management. She is a qualified Mental Health First Aider, coach, and has worked in a variety of industries and organisations.
Kirsten also brings her own personal experience of family separation, including bereavement, divorce and supporting a partner through a difficult and traumatic legal process regarding arrangements for a child.
She uses the full range of her skills and knowledge to ensure that businesses who are engaging with The Best Way To Divorce are supported and given pragmatic and robust advice. Using her coaching skills, she can help individuals to find a way through the challenges of a separating family so that they can continue to be effective and productive employees, whilst balancing their new home arrangements. She guides fellow HR professionals through the process so that they can, together, ensure that the company, and its people, achieve the best possible results from adopting family friendly policies.
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
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.
What your employees will be able to access:
All employees will also receive an emailed link to another additional resource not available direct from the main resource hub. They will be able to register for 30 days free in the Secret Divorce Support Group.
Your First Step to Demonstrate Duty of Care:
Sharing the link and special access code to the Best Way To Divorce & Co-Parenting Resource Hub will demonstrate a duty of care by the employer.
It is recommended to make the free Best Way to Divorce resources available to all employees, as many will not want to request the resource access directly due to the sensitivity of their situation.
Simply request the resource link and special access code to share with employees, by downloading the policy template or by emailing Suzy direct:Email Suzy