Piret Paal and Ars Moriendi Estonia 2030 working group.
Grief and bereavement often begin long before the death of a loved one. Grief and bereavement do not end with the funeral. For many, the difficult journey is just beginning when they have to return to work after caring for a loved one or after an unexpected loss and funeral. Workplaces play an important role in the grieving process, as the workplace and colleagues can provide support that can help the bereaved person gradually rebuild their life. However, the situation is often the opposite. The employee is left alone, forcing the bereaved person to make difficult choices, which can also lead to leaving the job. At a time when good employees are difficult to find, the departure of a bereaved employee is a sign for the employer that strategies for supporting the bereaved need to be put in place.
What is the value and impact of a supportive work environment on the bereaved person? The employer and colleagues play a key role in supporting the bereaved person. An understanding attitude, flexibility in workload and working hours, and the understanding that the grieving process is different for each person can mean a lot to an employee who has experienced the pain of loss.
For employers, managing the diverse needs of employees is a complex systemic problem, which also directly affects the spirituality of the workplace. What are the consequences of not supporting grief? Insufficient support and the lack of clear grief policies can increase employee stress and prolong the recovery process. One day for a funeral is not enough for grief leave, and returning to work can be very difficult. If a person works from home, it is necessary to check that the ability for social interpersonal communication does not fade.
What could workplaces do better? First, develop clear and flexible grief policies that take into account different forms of loss. Second, train managers and colleagues so that they can also communicate on death issues and offer support if necessary. Third, offer counseling or contacts with support services, if possible. Considerate financial support can help people cope with an emotionally difficult situation.
The idea and concept of the Last Aid (Last Aid – Letzte Hilfe) course was established by Dr. Georg Bollig, who has worked as an emergency physician and palliative care consultant in Germany. If the Last Aid training sounds a bit scary, then "Koos Lõpuni" or "Viimane Teekond" could appeal to all Estonian employers. The Last Aid course helps employers understand grief as a natural part of human life and equips them with the knowledge and skills to support their employees in a humane and effective way in the event of a loss. This creates the basis for a caring work culture, where difficult topics are not avoided, but are dealt with consciously, with empathy and responsibility. The international Last Aid network was established together with other palliative care experts ten years ago. Together, a four-hour training program was developed, which is regularly updated and is now used around the world. There is a willingness to offer relevant training in Estonian.
Grief is a part of life and this should also be reflected in the work culture. A supportive workplace won't make grief go away, but it can make experiencing it a little less difficult.
