Do you have employees who are providing 40% less ROI on the salary you pay them – and detrimentally impacting their co-workers – simply because they are dealing with the trauma and financial costs of family separation?

We Can Share A Separating Families Policy Template with your business, at no cost.

All businesses with under 200 employees are eligible for the

Separating Families Policy to add to their HR arsenal at no charge.

The first 25 businesses who have 200+ employees

are also benefiting from complimentary access to our full resource pack.

Why not be really proactive, and also provide a resource hub that is confidential, with free access to premium resources that will reduce the financial, psychological and co-parenting challenges your employees face, AND demonstrate your duty of care as an employer?

Separating Families Policy

A 2014 study for the Nashville Business Journal, which found that in the 6 months leading up to and in the year of divorce, an employee’s productivity is reduced by 40% and will suffer on some level for the next 7 years. Not only that, but there is an impact on the divorcing employee’s co-workers!

Did you know that the average cost to the UK economy of family separation = £51 billion?  (Marriage Foundation)

How much is family separation costing your business?

If you don’t have a specific Separating Families Policy in place yet, we can provide a complimentary template of the policy to protect your business from potential future claims.

But it’s not just about protecting your business from legal claims – it’s really about demonstrating your support for your employees in ways that actually make a difference – especially in preventing potential conflict between employees and their spouses!



Given that 42% of marriages end in divorce, these issues are an every day reality in the workplace.

Apart from the ethical case, there is also a financial case for employers to provide appropriate support for separating parents within the workforce:  

  • 79% reported an impact on their ability to work

  • 39% reported decreased productivity

  • Just under 10% left their employment within a year of divorce

  • 15% reported an increase in errors or workplace accidents

Rayden Solicitors, which asked employees at 133 workplaces across the UK about their experiences of relationship breakdown

All businesses with under 200 employees are eligible for the

Separating Families Policy to add to their HR arsenal at no charge.

The first 25 businesses who have 200+ employees

are also benefiting from complimentary access to our full resource pack

One Step Beyond

Going beyond the statutory applications of s.57A of the Employment Rights Act 1996, employers would be wise to provide additional leave relating to divorce, separation, co-parenting or marriage difficulties, to support and retain their staff.

All employers accessing the Separating Families Policy Template, also have the opportunity to share a free resource that will give their employees access to ways to reduce the cost and stress of family separation via the Best Way To Divorce Resource Hub.

Access for employees to the Best Way To Divorce online resources are available as a complimentary adjunct to companies using the template, and these free resources will not only demonstrate an employer’s duty of care, but also offer a preventative role in empowering employees to avoid often debilitating costs, negative long term mental health issues and decreased productivity in the workplace, as a direct result of all too common family breakups turning toxic. 

Our resources significantly reduce the tendency for employees falling into the trap of a divorce gone wrong, or of going to war over the children. They educate and empower employees to access dispute resolution and to find peaceful ways to resolve any conflicts.

Sharing the link and special access code to the Resource Hub will demonstrate a duty of care by the employer, by giving their employees confidential access to additional resources free of charge, that the general public have to pay for.

We will not disclose the individual details of which employees access this divorce and co-parenting resource, but we can inform the company of the level of employee uptakes.

Separating Families Policy

Are you providing sufficient flexibility for divorcing employees to accommodate different childcare arrangements?

Is time made available for meetings with lawyers –  or even better, divorce and coparenting mediators?

Delivering Support

Employee Benefit Schemes can be an excellent way of ensuring appropriate support is provided for key staff.

But most fail to provide sufficient targeted resources, and they rarely offer preventative solutions. Not preventing the divorce – but making sure it is done peacefully, with less stress and cost to all involved.

I’m sorry, but a ‘free call with a counsellor’ just isn’t good enough.



At the last count, in England & Wales men are most likely to get divorced at the age of 47 and women at just under 45. The conclusion is abundantly clear: divorce will affect key personnel, and unless those employees are adequately supported, your business is going to be impacted.

Your First Step to Demonstrate Duty of Care:

Sharing the link and special access code to the Best Way To Divorce & Co-Parenting Resource Hub will demonstrate a duty of care by the employer. 

It is recommended to make the free Best Way to Divorce resources available to all employees, as many will not want to request the resource access directly due to the sensitivity of their situation.

Simply request the resource link and special access code to share with employees by emailing

Kirsten guides fellow HR professionals through the process so that they can, together, ensure that the company, and its people, achieve the best possible results from adopting family friendly policies. 

Phoegon Consulting

Kirsten Phipps Get is a Chartered HR professional with over 30 years’ experience in business administration and management.  She is a qualified Mental Health First Aider, coach, and has worked in a variety of industries and organisations. 

Kirsten also brings her own personal experience of family separation, including bereavement, divorce and supporting a partner through a difficult and traumatic legal process regarding arrangements for a child. 

She uses the full range of her skills and knowledge to ensure that businesses who are engaging with The Best Way To Divorce are supported and given pragmatic and robust advice.  Using her coaching skills, she can help individuals to find a way through the challenges of a separating family so that they can continue to be effective and productive employees, whilst balancing their new home arrangements.  She guides fellow HR professionals through the process so that they can, together, ensure that the company, and its people, achieve the best possible results from adopting family friendly policies. 

Best Way To Divorce®

Suzy Miller is the UK’s unique ‘Alternative Divorce Guide’, A Divorce Strategist, Public Speaker and Trainer, featured on Radio 4 Women’s Hour, the Daily Mail and numerous national media.

Suzy has collaborated with the Ministry Of Justice in helping to promote Dispute Resolution and educate couples on how to have a more peaceful divorce.  She is the creator of the UK’s first Divorce Fair and she campaigns for better ways to divorce.

Over the last 10 years, Suzy has gathered together a team of divorce experts who support employees in the UK and Internationally, and created the Best Way To Divorce Divorce Hub, offering online courses, support groups and live events focused on staying out of court, saving thousands in legal fees, creating foundations for effective co-parenting, and taking seriously the mental health implications of a messy divorce.

Which of your existing policies will integrate with your Separating Families Policy?


Policy – Compassionate Leave:

  • Employees newly affected by family separation can be thrown into shock and a state of grieving similar to bereavement


Policy – Work-Life Balance

  • The practical as well as the emotional effects on employees during family breakup and co-parenting challenges can make the existing work-life balance HR provisions and strategies less effective. Employees can suffer physical and psychological repercussions from the increased stress, practical responsibilities and emotional overload of their co-parenting challenges. This makes an additional focus on work-life balance and appropriate support from the employer a way to prevent further disruption to the employee’s productivity.


Policy – Employee Wellbeing

  • The effects of family separation and co-parenting are not just on the employees who are dealing with family breakdown, but also on their work colleagues who may have to compensate for increased absenteeism, presenteeism, and unhelpful behaviour from their affected team member or manager. Lack of support for the employee affected by family separation could have serious implications on the productivity of the wider workforce.


Policy – Special Leave

  • In addition to eligibility already in place in the current company policy for Special Leave, it is recommended to include some or all of the following as eligibility criteria:
    • Moving home due to family separation;
    • Childcare arrangements involving a greater level of responsibility and time commitment on the affected employee;
    • Coping with the emotional fall out and the need to seek professional psychological support;
    • Attending court cases;
    • The need to access legal, financial and well-being advice during working hours
      (note: the Best Way To Divorce free support package provides easy access out of hours to a range of key professionals and to support groups)


Policy – Flexible Working

  • Eligibility can include the need to change working practices due to changes in childcare arrangement.


Policy – Parental Leave

  • Eligibility can include the need for circumstances not normally covered by parental leave such as occasional requirement to leave early due to childcare responsibilities.


Policy – Management of Short and Long-Term Absence

  • Becoming a single parent puts huge strain on the ability to work around childcare and parental responsibilities
  • The non-resident parent (often the father) may have limited time with their children with specific windows of opportunity, and sometimes long distances to travel, which may mean adjustments to working hours are required
  • Childcare issues when one parent is no longer available or willing to facilitate the other parent’s customary working hours, can cause ongoing changes to that employee’s ability to adhere to their previous agreed hours and schedule


Policy – Sick Pay

  • Mental health issues are often triggered and can become longer term issues if not resolved early on


Policy – Bullying and Harassment


Policy – Violence at Work

  • Employees in coercive and controlling relationships can be at additional risk during separation and their safety in the workplace from physical threat may be required at the employer’s expense
  • Depression and lowered self-esteem can increase the likelihood of being bullied and also having behaviour misinterpreted as unsociable or uncooperative


Policy – Equal Opportunities

  • A single parent (especially if that role is a recent one) is often disadvantaged in workplace settings with promotional opportunities and social/networking opportunities.


Policy – Mental Health

  • The Mental Health First Aider can signpost the employees to resources and provide a trusted contact and safe space for ongoing access to support.

For you business to be demonstrating their success in reaching the UN Sustainable Development Goals in good health and wellbeing (3) and gender equality (5), a Separating Families Policy with free access to core resources, is a smart move.

Not only will this policy integrate with existing policies, but it will ensure you can demonstrate a clear ‘duty of care’, AND reduce the negative impact of your employees personal lives impacting on the business as a whole.

Suzy Miller (Divorce Strategist and TEDx Speaker) has teamed up with HR professional Kirsten Phipps Get, to launch our Separating Families Policy – because with the implications of divorce and co-parenting impacting the bottom line of companies, potentially this leaves business owners open to employee claims of a lack of duty of care. We are combining not only a policy template – but also a set of resources which business owners can provide for employees simply by sharing a link – to immediately demonstrate not only a duty of care, but because also this resource provides preventative measures to substantially reduce the amount of psychological and financial stress those employees will be under.

It also reduces the likelihood of employees getting into enormous debt because of an angry divorce, by giving them other much more sensible options than just going to court, along with access to online software (at no cost to the parents) that takes the heat out of co-parenting communications.

Because this policy is part of a wider vision to help families transition more peacefully, any business sharing the resources as part of their implementation of the policy, will be giving free access to valuable information and inspiration to those employees who need it, in a very confidential way, where they don’t have to go and tell HR first that they are getting a divorce!

Free RESOURCE HUB For Employers to share with  Employees.

What’s the point of a policy if it is not combined with key resources that not only demonstrate support for separating families – but also actively helps prevent divorces turning toxic and co-parenting battles?

No obligation, complimentary access to specialised divorce legal, financial and wellbeing professionals for 1-1 initial consultations.



Complimentary access to online Better Way To Divorce premium courses 

30 Days free in our online Support Group to access free navigation through divorce, how to save thousands, and how to stay sane.

Live online workshops on how to reduce legal costs and co-parent – even if it’s with a ‘difficult Ex’.

In the divorce support arena, Best Way To Divorce®

has collaborated with:


Rayden Solicitors asked employees at 133 workplaces across the UK about their experiences of relationship breakdown.

  • 60% of respondents suffered an impact on their mental health
  • 57% did not feel they received adequate support from their employers
  • 42% reported their employer could have provided more mental health support
  • Both men and women overwhelmingly reported an impact at work, though men were disproportionately effected (93% for men, 74% for women).

Discuss the creation of your bespoke Separating Families Policy

We can charge a fee if you want – but we are happy to offer a comprehensive template, and quite a substantial level of support AT NO CHARGE in order to make sure that more families access these key resources before permanent damage is done to their mental health, their work, and their children – all because they are unable to get the key advice they need and their divorce and co-parenting has ‘gone wrong’. However, Chartered HR professional Kirsten Phipps Gett does offer a complimentary 1-1 to help with the implementation. Her details are on the template download.


Book in a Call

The Government is right on this one:

“Companies should intervene and help employees going through marital break ups to prevent them ‘crashing out’ of work and ending up on benefits, Iain Duncan Smith has said.”  (The Telegraph 8 Nov 2014)

That was said in 2014! Isn’t it time we listened and took action?


Training for HR teams

Family breakup and divorce has significant health consequences both physically and emotionally, and therefore it is vital that co-workers and managers have a basic understanding on how to deliver “First Aid” in the form of guidance, access to resources, and a non-judgemental approach.

Divorce-related stress is made far worse by the situation becoming adversarial, and the financial strains and sometimes separation from the children can lead to difficult behaviour, absenteeism and self destructive behaviour in employees who are affected.

Divorced men are twice as likely to attempt suicide than married men.  In the UK, between 15,000 and 20,000 couples go to court to resolve child access disputes each year. In a survey by Mischon de Reya, one in five parents admitted their primary objective was to make the experience ‘as unpleasant as possible’ for their former spouse, even when they knew that this made things worse for their kids.



As a TEDx Speaker and trainer, Suzy Miller is happy to create

bespoke trainings for HR and Employee Support teams.

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