When a relationship ends, life doesn’t stop. People still have jobs to do, children to care for, bills to pay and important decisions to make. New research commissioned by Ellisons, involving over 300 adults across Essex, Suffolk and Norfolk, suggests the public believes employers have an important role to play in helping people navigate one of life’s most challenging experiences.
Relationship breakdown is one of the biggest life events many people will face, yet its impact is rarely confined to home. Changes to childcare arrangements, financial uncertainty, legal appointments and the emotional strain of separation all have the potential to affect working life, making workplace flexibility and understanding all the more valuable during what can be a particularly difficult period.
Almost half (44%) of those surveyed said employers should offer flexible working arrangements to employees experiencing a relationship breakdown, separation or divorce. More than a third (36%) felt employers should provide paid leave to attend mediation, court hearings or deal with childcare commitments, while 35% believed access to mental health support should be available. By contrast, just 17% felt employers should have no additional role in supporting staff through the end of a relationship.
Attitudes also differed between men and women. Women were more likely to support paid leave for mediation, court hearings or childcare commitments (41% compared with 31% of men) and access to mental health support (40% compared with 29%). Men, meanwhile, were three times more likely to believe employers should have no additional role in supporting staff during separation or divorce (27% compared with 9% of women).
Lisa Dawson, Partner and Head of Family at Ellisons, said: “Relationship breakdown is one of the biggest life events most people will ever experience. Even the most amicable separation brings uncertainty, difficult decisions and emotional pressure, yet people are still expected to turn up to work and carry on as normal. Most people aren’t looking for special treatment. They simply hope that, if they need a little flexibility to attend mediation, deal with childcare arrangements or manage an unexpected challenge, someone will understand. That’s why these findings feel so relevant.”
Jonathan Insley, Partner and Head of Employment at Ellisons, added: “There is no specific legal obligation on employers to provide support where an employee is experiencing a relationship breakdown or divorce. However, employers should be mindful of their wider legal obligations, including respecting employee privacy, avoiding discrimination, considering flexible working requests reasonably, and safeguarding employee health, safety and wellbeing. The appropriate response will depend on the circumstances, but many organisations will wish to consider whether practical support can be offered. This may be as simple as having a confidential conversation, allowing flexibility for appointments or childcare arrangements, signposting wellbeing support, or checking in on an employee’s welfare. Such measures can help employees feel supported during a difficult period while remaining engaged and productive at work”
Notes to editors
Research commissioned by Ellisons was conducted on 6 July 2026 among 349 adults across Essex, Suffolk and Norfolk, with more than 100 respondents from each county.