Navigating marital troubles is challenging and can spill over into professional life.
Here are five tips from Kathryn Rodgers of face2faceHR on how employers can support employees during these testing times. It’s not always possible to commit to these, but it’s something that all businesses need to consider.
Open Communication Lines – The end of a relationship can disrupt an employee’s work output. Employers must understand if external factors like marital issues contribute to performance decline. This should be done delicately, fostering an environment where employees feel secure discussing their problems. Employers also need to look out for domestic abuse signs, such as personality changes or frequent, unexplained absences.
Display Empathy – Marital issues can distract employees and affect their work. Supporting them during this phase can lead to a productivity boost over time. Employers should exercise patience and avoid rushing a performance improvement process, which could add to the employee’s stress.
Grant Flexibility – Employees may need time off to manage new family dynamics or handle legal matters in a marital crisis. Employers can consider offering parental leaves, sabbaticals, or flexible working hours, working from home options etc., to help employees balance their work and personal challenges. Legal regulations limit the frequency of flexible work requests, but being more accommodating can be mutually beneficial during such times.
Careful Documentation – Employers must remember that any documentation related to the employee’s performance or compensation must be disclosed in legal proceedings. These documents should be prepared with this in mind, and confidential information like client-related data should private.
Understand Legal Aspects – While there are no specific legal protections for employees facing marital difficulties, related issues like mental health problems could qualify as a disability, giving the employee additional safeguards. Changes in childcare responsibilities could lead to potential sex discrimination claims if requests for flexible working arrangements are unjustifiably denied. Employers should also be wary of potential interference from the spouse in the employee’s professional matters, as these may require investigation.
In a world where the legislation of employees and employers changes, regularly, is it time for your business to bring in the cost-effective experts at face2faceHR?
Kathryn Rodgers – 07946 330 025.
www.face2facehr.com