How benefits can offer an empathetic approach to processing death

Where does the buck stop for employee benefits? Is it death? Not exactly.

In my previous role as an oncology nurse, death happened often. It was literally part of my daily rounds. When I transitioned to benefits consulting, I remember being hopeful about looking at death like most people do. Full of emotion, grief, denial, sadness, or sometimes relief. 

However, my nursing mindset and heart seemed to be frozen when it happened. I went into nurse mode and just kept the show going. My first time being exposed to death as a benefits professional, I remember over-explaining to my client that I wasn't emotionally detached or emotionless; it was just that I knew at the time what the family needed the most was someone to be objective. 

Read more: 4 things employers should know about bereavement

The topic hit close to home for my family recently upon the death of my father-in-law. Suddenly I went from being an adviser to an incredibly vulnerable daughter (that's what he called me). Employees are human, and unfortunately, we all come with an expiration date. Having said that, I learned that it is important as advisers to examine the full scope of what a person needs and relay that to our clients. So we can do a better job of helping our clients understand how to be there during difficult transitions and ensure their employees are appropriately covered. 

As advisers, we tend to have to do a little bit of everything. We really are there from hire to the end. While we can't be present or involved for everyone, it is important to view death as something that needs to be dealt with as a benefit item. It goes further than life insurance and a simple pay out, but what are we doing to help our clients assist their employees in having a dignified ending?  

The average cost of rehab or hospice care can run thousands of dollars. Although Medicare is key here, dollars seem to be adding up quickly for immediate family members or patients themselves. A recently published report suggested how this was a new booming business. Even private equity seems to be moving in on it. 

Read more: How to make fertility loss a part of bereavement leave

While many working Americans struggle to make ends meet, average groups haven't looked at their disability payouts for a while. Some are still offering to pay 60% with a $500 weekly max. That doesn't seem to square with pay increases and cost-of-living adjustments. If nothing else, take a quick peek at that. 

Losing a family member is an incredibly difficult and emotional experience, and my heart goes out to the bereaved during that challenging time. It's normal to feel a range of emotions, and it's important to allow people to grieve and process feelings in their own way. 

When it comes to employee benefits and addressing death, it's crucial to approach the topic with empathy and understanding. Employers and advisers should recognize that each individual's experience with grief is unique and may require different types of support. This can include providing resources such as counseling services or access to support groups specifically designed for those who have lost a loved one. Additionally, employers can offer flexibility and understanding in terms of time off and work arrangements. 

Read more: This CEO believes employers should validate all kinds of loss and grief 

When it comes to employee benefits and addressing death, there are several moving parts that can be packaged in the following way: 

1. Life insurance. It is a fundamental aspect of employee benefits that provides financial protection to the beneficiaries of an employee in the event of their death. It is important to ensure that the life insurance coverage offered is sufficient to meet the needs of employees and their family.
2. End-of-life care. It is essential to consider the financial implications of end-of-life care, such as hospice or palliative care. Advisers should help clients understand the costs associated with these services and ensure that employees have access to appropriate coverage, either through insurance or other benefit programs.
3. Bereavement support. Grief and loss can have a significant impact on employees. Offering bereavement support services, such as counseling or support groups, can help employees navigate the emotional challenges associated with death. 
4. Estate planning. Encouraging employees to engage in estate planning, such as creating a will or setting up a trust, can ensure that their assets are distributed according to their wishes and minimize potential legal complications for the beneficiary.
5. Employee assistance programs. EAPs can provide valuable resources and support for employees and their families during difficult times, including grief counseling, legal advice and financial planning.
6. Communication and education. Advisers should communicate the available benefits related to death and educate employees about the importance of planning for the future. This includes explaining benefits, eligibility criteria and any limitations or exclusions associated with the coverage.

Giving employees the space and time they need to mourn and attend to personal matters can make a significant difference in their healing process. Remember that it's okay to lean on others for support during this time. Reaching out to friends, family, or professional counselors who can provide a listening ear and guidance is critically important. People grieve at their own pace. Healing takes time, and it's important to be patient and kind throughout that process. Employees and their loved ones will always remember who was there at the end. Make sure to leave your mark.