Supporting staff through life events: A guide for small business owners
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Posted: Wed 21st May 2025
8 min read
As a small business owner, you've probably come to realise that managing people is one of the most challenging – and rewarding – aspects of running a company. But what happens when one of your employees faces a major life change?
A staff member having a baby, suffering a bereavement or experiencing a long-term illness isn't just a personal event – it becomes a workplace matter too.
Knowing how to respond with care and within the law isn't optional. It's part of your responsibility as an employer.
This short guide takes you through how to manage these situations properly and with confidence.
What counts as a "life event"?
Life events are the significant moments that affect someone's ability to work as usual. Some are planned, others happen without warning.
Either way, they often require time away from work, changes in routine or added support.
Common examples include:
maternity or paternity leave
serious illness
bereavement
caring for a family member
gender transition
These aren't rare edge cases – they're everyday realities. For small businesses, the impact can feel especially personal and immediate.
Understanding your legal duties
Employment law in the UK sets out clear rights for employees, regardless of the size of your business. Failing to follow them – intentionally or not – can lead to legal trouble.
Employees who become pregnant are entitled to maternity leave and pay, as long as they meet certain conditions. The same applies to paternity, adoption and shared parental leave.
If someone is unwell, they may be eligible for Statutory Sick Pay. Employees also have a legal right to request flexible working, which you're required to consider fairly.
The Equality Act 2010 makes it unlawful to discriminate based on characteristics such as pregnancy, disability or gender reassignment. This law also places a duty on you to make reasonable adjustments for disabled employees, which could include temporary changes to duties or working hours.
If a staff member suffers a bereavement, they have the right to take time off to deal with emergencies involving dependants. There's also a separate entitlement to paid leave for parents who lose a child under 18 or suffer a stillbirth after 24 weeks.
Knowing the basics of these entitlements is crucial. You don't need to be an expert – but you do need to act in line with the law.
Managing life events with confidence
There's no single template for how to respond to every situation, but a few core principles go a long way.
First, aim to create an environment where staff feel able to speak openly when something significant happens in their lives. That doesn't mean prying – it means showing that you're approachable and willing to listen.
When a life event occurs, take the time to talk things through. Understand what the employee needs, what they're entitled to and what your business can reasonably provide. Be clear, calm and compassionate.
Having basic written policies – such as for sickness absence, maternity or compassionate leave – makes these conversations easier. They provide structure, set expectations and help you treat everyone consistently.
It's also important to keep the details private. Colleagues may notice someone is off or working differently, but you're not obliged to share why. Protecting confidentiality is a mark of professionalism and respect.
Offering flexibility where you can
Life events don't always require time off. In many cases, offering flexibility can make a big difference. That might mean adjusted hours, hybrid working or lighter duties for a short period.
While there's no automatic right to flexible working on demand, employees do have the legal right to make a request. And they can do this from their first day on the job. You're expected to give any request proper consideration and respond within a reasonable timeframe.
Where a staff member has a disability or long-term health condition, the law goes further. In those cases, you may be required to make "reasonable adjustments" to help them continue working.
The key is to strike a balance between the needs of the business and those of the individual – something that's easier to manage with honest, practical conversations.
Avoiding the usual pitfalls
Some small business owners worry about saying the wrong thing or being too informal. Others try to wing it, handling each situation as it comes.
But informal decisions can lead to people getting inconsistent treatment or legal duties being overlooked.
The most common errors include:
failing to document discussions
ignoring the law
making promises that aren't thought through
Even small oversights – like forgetting to confirm a period of leave in writing – can cause confusion or disputes later.
If you're ever not sure what to do, don't guess. Use trusted resources or seek advice. It's far easier to get it right the first time than to fix a problem once it's escalated.
Where to get support
You don't need a full-time HR department to manage staff life events properly. Acas offers free, practical guidance for employers and is often a good first port of call.
The government's website also provides clear information about your legal obligations. For more complex cases, it might be worth speaking to a professional HR adviser or solicitor who specialises in employment law.
Final thoughts
Life events are part of life – and they don't stop at the door of the workplace. By handling them fairly, legally and with a bit of humanity, you not only meet your obligations but help build a stronger, more loyal team.
Start with the basics: have some clear policies, treat people consistently and don't be afraid to ask for help when needed.
Managing these moments well can make all the difference – not just to your staff, but to your business's success and resilience.
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