How employers can help their colleagues going through crisis
When a child goes through a bone marrow transplant or similar treatment, one or both parents often:
Need sudden and extended leave
May need to relocate or live at the hospital
Are emotionally and physically exhausted
Face financial insecurity if leave is unpaid or at risk
https://www.gov.uk/parental-leave
When Jensen was seriously ill, his mum had to take 12 months off work to care for him through a bone marrow transplant. Her employer, a large company, offered exceptional flexibility: full pay for 10 months, extended compassionate leave, and a phased return to her same role. Years earlier, during another medical crisis, they had also supported her with six months off. She says simply:
“I can’t fault them. They were incredible.”
Her husband, newly employed elsewhere, was also offered six weeks of paid leave and flexible working options, even though he had only just started the role.
What employers can do to support staff
1. Offer flexible and compassionate leave options
Paid compassionate leave
Additional unpaid or discretionary paid leave
Allow use of sick leave, annual leave and carers leave creatively.
2. Provide flexibility with working arrangements
Offer remote working or adjusted hours
Be open to irregular schedules as needed
Reduce workloads or remove non essential duties temporarily
3. Make returning to work a bit easier
Offer a phased return over weeks or months
Let the employee return to the same role or a slightly adjusted one
when returning to work check in regularly to see what support is needed
4. Communicate with care and consistency
Assign a single, understanding point of contact
Stay in touch in a respectful, low-pressure way
Dont overload them
5. Offer emotional support
Remind staff about resource or schemes
Be mindful of anniversaries and milestones (good or bad)
6. Recognise the long-term impact
Even after discharge, the child may have a long road to recovery
Be patient if the employee needs sudden time off again if a patients health deteriarates
What employers could ask:
“Is there anything you need from us right now to make things easier?”
“Would it help to look at flexible hours or remote options?”
“Do you want us to share your news with the team, or keep it private?”
“Would a phased return suit you when you are ready?”
“Is there someone you’d prefer to check in with?”
“Would you like information about our counselling or support services?”
“Are there any dates or appointments we should know about?”
“How can we show support without putting pressure on you?”
Why this matters to employers:
It builds deep loyalty and improves retention and long term efforts.
Shows you are a company with values and heart
Enhances your reputation and employer brand
Helps staff return to work more focused and more grateful
Support during hard times is never forgotten. It creates workplaces that people want to stay in.
How other companies helped:
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