Accident, illness, death. How line managers react correctly when employees suffer a stroke of fate.
Sometimes all it takes is a single phone call and the world falls apart at the seams. Blows of fate come so unexpectedly that not only those affected but also managers often don't know how to react correctly. The biggest mistake in such situations is to simply do nothing. «As a manager, offer support immediately. Be it through personal conversations, phone calls or with an empathetic card,» says Sabrina Villing, care & co. manager at profawo. «Maintain a dialogue and communicate that a conversation is possible at any time.»
Transparency provides security, pressure causes stress
It is important that privacy is maintained. This also means that details should not be discussed within the team without the consent of those affected. It is best to ask right at the beginning what can and cannot be shared. ‘That way, the person concerned is not in the dark about what the team knows. It should also be clarified whether employees are allowed to come forward. ‘Everything that is clarified transparently promotes understanding and ensures safety,’ says Sabrina Villing.
In any case, the following reactions should be avoided: Don't put pressure on employees to return to work quickly. Everyone processes strokes of fate differently and may need time to heal. A lack of empathy or playing down the stroke of fate is out of place. The same goes for asking for details.
The legal claims
Of course, there are also legal bases in the event of a stroke of fate for employees. The Swiss Code of Obligations states: «The employee is entitled to paid leave for the time required to care for a family member or partner with a health impairment; however, the leave shall not exceed three days per event and a maximum of ten days per year.»
The following applies to parents: «The carer's allowance is paid to parents who have to interrupt their gainful employment to care for a minor child with a serious health condition. They are entitled to a maximum of 14 weeks‘ leave during which they receive compensation amounting to 80% of their income relevant for the AHV.»
What supervisors can do
Three days are rarely enough to cope with a life-changing situation. This is where line managers can provide support. «If possible, offer flexible working conditions. Working from home, adjusting working hours or taking unpaid leave can provide relief,» explains Sabrina Villing. «Depending on the situation, other support services can also be provided, such as contact with counselling centres.»
When it comes to returning to work, sensitivity and communication are required. «Be sure to clarify mutual expectations and stay in regular contact,» advises Sabrina Villing. «This is the best way to help everyone involved.»
