
By: Elizabeth Vaz, Esq.
Date: January 14, 2025
Divorce is one of life’s most stressful and challenging events. Take it from me. I have been a divorce attorney for over a decade and divorce is not only painful for the couple directly involved, but also for their families, friends, and even their co-workers and the general workplace. While many companies’ Human Resources and Management Teams tend to focus on metrics like productivity and performance, understanding the personal struggles of employees, including an individual’s divorce, can have significant benefits for both the individual and the organization itself.
Here's why Human Resources and Management Teams should care if their employees are going through a divorce:
1. Employee Well-Being Affects Productivity
When an employee is going through a divorce, their emotional well-being can be significantly impacted. According to a 2020 study, people going through a divorce often report higher levels of stress, anxiety, depression, and social isolation compared to the general population. Think about these challenges through the lens of the employee; trying to get to work on time, while battling these issues at home and then trying to perform their work duties. If the mental strain of the divorce itself isn’t enough to overburden them, the added pressures of work can lead to more and more difficulty with their fatigue and stress. And how will this contribute to the employee’s performance at work? Guaranteed it will not be a positive impact. There is no doubt that an employee’s divorce affects their ability to perform at their best. Research has also shown that these personal life stressors spill over into work and can impact overall job performance, can increase absenteeism, can increase distractions at work, and can significantly decrease motivation. According to a 2020 study, people going through a divorce often report higher levels of stress, anxiety, depression, and social isolation compared to the general population.
By recognizing the signs of emotional distress in employees going through a divorce, Human Resources and Management Teams can take steps to support the employee, potentially improving their well-being and helping them regain focus at work, and beyond. By offering flexibility and understanding during this challenging time, the employer can ensure the employee feels supported, reducing the risk of burnout, and improving their long-term job satisfaction. And who doesn’t want this win-win?
2. Reduced Absenteeism and Disruption
When an employee is going through a divorce, there may be a whole host of logistical issues they are dealing with, including court appearances and meetings with lawyers and other professionals. These meetings often take place during the work day and the employee is left with little options but to take time off from work in order to meet certain responsibilities. Without proper understanding and accommodations, these responsibilities can lead to increased absenteeism or tardiness, which can disrupt workflows and team dynamics.
Human Resources and Management Teams can help by offering flexible work hours, remote work options, or time off as needed. And, above all, they can encourage the employee to consider out-of-court options that will still protect the employee and their goals for the future. The Collaborative Divorce Model or Divorce Mediation are both excellent options to help the employee move forward without such unpredictable disruptions at work. By acknowledging the challenges employees are facing and offering practical support, like giving the names of local Collaborative Divorce Groups, companies and organizations can help minimize work disruptions, maintain business continuity, and ensure that the employee feels valued during this difficult time.
3. Legal and Financial Considerations
Divorce can also have many legal and financial implications that affect employees' financial stability. Divorce settlements, spousal support, child support, and asset division can create additional financial stress for employees, leading to anxiety that spills over into their professional life. Human Resources and Management Teams should recognize that these financial concerns can affect decision-making and employee engagement, even when the divorce is long “behind” them.
Offering resources such as financial counseling, access to employee assistance programs (EAPs), or even educational resources about legal rights and family law can provide employees with the tools they need to manage these challenges. Again, one of the most helpful resources for any employee is information on how to contact Collaborative Divorce professionals in the area. These resources may help employees make informed decisions and navigate the complexities of divorce without feeling overwhelmed by the process.
4. Maintaining Workplace Relationships and Team Cohesion
Employees who are going through a divorce may struggle with interpersonal relationships, whether it's due to emotional strain or logistical challenges related to shared responsibilities, such as child care. This can sometimes lead to tension with coworkers or difficulties in collaborating effectively.
Human Resources and Management Teams can take a proactive role in helping employees maintain positive relationships within the workplace, even amid personal struggles like divorce. Offering mediation services or conflict resolution programs can prevent disputes from escalating and ensure that employees can continue to work together effectively, even during a time of personal upheaval. Supporting employees in maintaining a healthy work environment helps foster a sense of community and belonging, which can ultimately improve team cohesion.
5. Employee Retention
Going through a divorce can cause significant changes in an employee’s personal life and their emotional state, which may also prompt them to reconsider their career or maybe even their future at the company. If an organization fails to support employees during major life transitions, there is a risk of losing valuable talent, either through resignation or disengagement. The costs of hiring new employees far outweigh the minimal investment to create a work environment that employees can rely on.
Human Resources and Management Teams can make a significant impact by showing empathy and offering tangible support and Collaborative Divorce resources. When employees feel that their employer cares about their well-being, they’re more likely to stay engaged and loyal, even in the midst of personal challenges. Offering a supportive atmosphere can increase employee retention and foster long-term commitment.
6. Workplace Culture and Reputation
A company’s reputation is built not just on its products or services or even its relationships with other companies, but also on how it treats its employees. Organizations that show understanding and empathy for their employees' personal challenges, like divorce or separation, are often viewed more favorably by current and prospective employees. A supportive work environment where employees feel comfortable discussing problems and seeking help during difficult personal times contributes to a positive, compassionate workplace culture.
Human Resources and Management Teams that are mindful of personal challenges like divorce can foster a culture of care and inclusivity. This can create a more positive reputation for the organization, making it an attractive place to work for top talent and helping to enhance the overall morale of employees. The potential employees may come pleading to work at the company of they know they will be treated with respect and consideration.
7. The Role of Employee Assistance Programs (EAPs)
Employee Assistance Programs (EAPs) are a valuable resource that many companies offer to support employees through personal challenges like divorce. These programs provide confidential counseling, legal assistance, financial advice, and referrals to therapists or divorce specialists. However, even with an EAP in place, it’s important for Human Resources and Management Teams to ensure that they are offering the best options to their employees, like information for Collaborative professionals and Mediation services and the employees must be aware of these services and then encouraged to use them.
Promoting EAP resources and normalizing their use can help employees feel more comfortable seeking the support they need, knowing that their privacy will be respected, and they won’t be judged. This can contribute significantly to an employee’s ability to cope with divorce and maintain balance in their professional life.
Conclusion
Divorce may seem like a personal matter, and in reality, it truly is. However, the effects can ripple out to the workplace, impacting productivity, employee well-being, and even team cohesion. Human Resources and Management Teams that take the time to understand the potential challenges of employees going through a divorce or separation can create a supportive environment that helps employees navigate this difficult life transition. Offering empathy, flexibility, and resources like EAPs and information about the Collaborative Divorce Model or Mediation Services, can lead to a more engaged workforce, reduce absenteeism, and ensure that employees feel valued—ultimately benefiting both the individual and the organization as a whole.
By recognizing the importance of supporting employees through divorce, Human Resources and Management Teams can build a workplace culture that encourages emotional well-being and strengthens employee retention and satisfaction. And, isn’t that the best of both worlds?
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