Losing a loved one is a heartbreaking experience that, unfortunately, most of us will face at some point in our lives. During such a challenging time, work is often the last thing on our minds. We need time to grieve, be with family, and handle the myriad logistics that come with death. This is where employer bereavement policies come in – to provide support and space for employees to navigate these difficult waters.
As one of the nation‘s leading home improvement retailers, Lowe‘s offers a bereavement leave policy for its 300,000+ employees. But what exactly does this policy entail, how does it compare to other companies, and why does it matter? In this deep dive, we‘ll unpack the details of Lowe‘s bereavement leave, situate it within the broader landscape of employee benefits, and make the case for why it‘s more than just a compassionate gesture – it‘s good business sense.
The Nuts and Bolts of Lowe‘s Bereavement Policy
Let‘s start with the basics. According to Lowe‘s employee handbook, all employees are eligible for bereavement leave in the event of the death of a family member. The amount of paid time off depends on the employee‘s relationship to the deceased:
- 3 paid days for the death of an immediate family member (spouse, child, parent, sibling, grandparent, grandchild)
- 1 paid day for the death of an extended family member (aunt, uncle, cousin, in-law)
It‘s important to note that these days are allotted per calendar year, not per event. So if an employee suffers multiple losses in a year, any leave beyond the initial 3 days would likely be unpaid. However, managers do have discretion to approve additional unpaid time off as needed.
While Lowe‘s can request documentation, like an obituary or funeral program, it‘s not always required. The company aims to balance supporting employees with ensuring the policy isn‘t abused. Lowe‘s locations in Oregon are an exception, as state law there mandates up to 2 weeks of leave (with 3 paid days) for the death of a family member.
For employees needing additional support, Lowe‘s offers the Lowe‘s Employee Relief Fund (LERF). This employee-funded nonprofit provides tax-free grants to help with funeral costs, travel expenses, and other hardships. Since 1999, LERF has provided over $40 million in assistance.
Bereavement Leave in the U.S.: Where Does Lowe‘s Stand?
To put Lowe‘s policy in context, let‘s zoom out and look at bereavement leave in the U.S. more broadly. Surprisingly, there is no federal law requiring employers to provide bereavement leave, paid or unpaid. It‘s up to individual companies to decide what, if anything, to offer.
According to a 2018 survey by the Society for Human Resource Management, 88% of employers have a bereavement leave policy, with the average providing between 1-4 days of paid leave depending on the relationship to the deceased. But there‘s significant variation across industries:
| Industry | Paid Bereavement Leave |
|---|---|
| Professional Services | 92% |
| Insurance | 91% |
| Healthcare | 85% |
| Manufacturing | 85% |
| Retail/Wholesale | 79% |
As you can see, retail lags behind other sectors, with only about 4 in 5 companies offering paid bereavement. And among those that do, the time provided is often limited. Here‘s how Lowe‘s stacks up against some of its major competitors:
| Company | Immediate Family | Extended Family |
|---|---|---|
| Lowe‘s | 3 paid days | 1 paid day |
| Home Depot | 3 paid days | 1 paid day |
| Walmart | 3 paid days | 1 unpaid day |
| Target | 1 paid day | up to 2 unpaid |
| Amazon | 3 unpaid days | 3 unpaid days |
| Costco | 3 paid days | 1 paid day |
Lowe‘s policy is fairly standard for the industry – better than some, on par with others. But in the grand scheme of what employees likely need during a loss, it‘s quite limited.
The Business Case for Bereavement Leave
So why should companies care about offering bereavement leave? Beyond basic human compassion, there‘s a strong business case for supporting grieving employees.
First and foremost, it‘s the right thing to do. The death of a loved one is a traumatic event that takes a significant emotional and physical toll. According to a 2003 study published in the Journal of the American Medical Association, losing a spouse is one of the most stressful life events, with an increased risk of mortality in the months following. For grieving employees, work is likely the last thing on their minds. Providing time off recognizes this reality and allows them space to begin processing their loss.
But it‘s not just a matter of benevolence – bereavement leave is also smart business strategy. When employees feel supported and cared for, they tend to be more engaged, productive, and loyal. A 2017 report by the International Foundation of Employee Benefit Plans found that 89% of employers believe compassionate company culture, including benefits like paid bereavement, boosts employee retention.
There‘s also an economic argument. The grief that follows a major loss can have very real impacts on employee performance. A 2003 study in the Journal of Occupational Health Psychology found that in the two weeks following a death, grieving employees‘ decisions were of significantly poorer quality. Presenteeism – when employees come to work but aren‘t fully engaged due to illness, stress, or other issues – costs U.S. employers over $150 billion annually in lost productivity. Providing even just a few days of leave to allow an employee time to process their emotions and be with family can mitigate some of these costs.
Finally, offering bereavement leave is increasingly an expectation, especially among younger workers. A 2018 survey by the National Alliance for Grieving Children found that 77% of respondents under 35 considered bereavement a basic employee right. As the workforce skews younger, employers will need to meet these expectations to remain competitive in attracting and retaining talent.
If you‘re a retail worker who finds yourself in need of bereavement leave, what should you do? First, familiarize yourself with your employer‘s specific policy – who is considered immediate family, how many days are offered, whether documentation is required, etc. This information is typically available in your employee handbook or through your HR department.
When the time comes, notify your manager as soon as possible. Retail environments require careful scheduling, so the more notice you can provide, the better. Be prepared to share basic details like your relationship to the deceased and expected length of absence. Remember, your employer may have a right to request documentation, but approach this conversation with the assumption that they want to support you.
If you need more time than the policy allows, have an honest discussion with your manager. Depending on staffing and workload, they may be able to accommodate a longer absence, even if unpaid. And if your employer offers an emergency fund or other financial assistance, don‘t hesitate to ask for information.
Most importantly, prioritize your mental health during this time. Grief is a complex and highly individual process that often doesn‘t conform to neat timelines. Take the time you need to honor your lost loved one and care for yourself and your family. The work will still be there when you return.
Bereavement Leave as Part of a Broader Vision
For employers, bereavement leave shouldn‘t be treated as an isolated policy, but rather part of a holistic approach to employee well-being. In recent years, we‘ve seen leading companies take significant strides in expanding employee benefits, from generous parental leave to comprehensive mental health support. Bereavement leave is an often-overlooked piece of this puzzle.
Lowe‘s, to its credit, has demonstrated a commitment to employee wellness through initiatives like on-site health screenings, telemedicine access, and backup dependent care. Its bereavement policy, while imperfect, does provide a baseline of support for employees facing loss. But there‘s certainly room for improvement.
Experts recommend at least 5 days of paid leave for the death of an immediate family member, with 3 days for extended family. Ideally, this leave would be available per event, not per year, and would come with flexibility for unique circumstances. Companies should also ensure employees are aware of the policy and feel empowered to use it without fear of reprisal.
Ultimately, investing in employee wellness – physically, mentally, emotionally – is just good business. In an age of increasing work-life integration and emphasis on corporate social responsibility, companies that treat their employees with compassion and respect are poised to win the war for talent. Bereavement leave is just one manifestation of this ethos, but it sends a powerful message about a company‘s values.
A Call for Compassion
Grief is a universal human experience, yet one that is often pushed to the shadows in our fast-paced, productivity-obsessed culture. For most of us, work is to bereavement as water is to oil – they don‘t mix. We need time and space to mourn, to process, and to begin healing.
Employer bereavement policies, like Lowe‘s, aim to provide this space, to support employees through one of life‘s most difficult chapters. But as we‘ve seen, these policies vary widely and often fall short of what grieving employees truly need.
So let this be a call to companies across the country – retail and beyond – to prioritize compassion. To recognize the humanity of your employees and create policies that honor their emotional lives. Bereavement leave is a small but significant step in this direction.
And to employees, know that you are not alone in your grief. Lean on your support systems, both personal and professional. Take the time you need. Honor your loss.
Because at the end of the day, no amount of paid time off can heal the wound of losing a loved one. But it can provide a measure of comfort, a moment of respite. And that, in itself, is worth fighting for.
