Remembrance Day in the workplace: Supporting respectful reflection

November 11^th is Remembrance Day, a time to honour and reflect on the sacrifices made by the armed forces community.

For employers, it can also be an opportunity to think about how remembrance is recognised within the workplace and how companies can mark the occasion in a thoughtful and meaningful way.

For many people, remembrance is personal. It can bring memories of loved ones and family histories to the surface, while for others it may be an opportunity to pause and reflect on the sacrifices made.

Creating space for reflection

There is no singular way to mark remembrance.

Some employees may choose to wear a poppy, attend a remembrance event or take place in a two minute silence. Others may prefer to reflect privately.

A respectful workplace recognises these differences.

Employers can recognise the occasion without creating an expectation that everyone should participate in the same way. Simple actions, such as sharing information about local remembrance events or acknowledging the two minute silence, can give employees the opportunity to engage if they wish.

The focus should be on creating space for remembrance rather than making participation feel like an obligation.

Recognising the armed forces community

Remembrance Day can also be an opportunity to recognise the contribution of the armed forces community beyond the act of remembrance itself.

This could include acknowledging employees who have served, reservists, veterans and the families and communities who support them.

Employers may also want to consider whether their existing workplace policies and practices recognise the needs of members of the armed forces community throughout the year.

For example, companies could look at how they support reservists, whether recruitment practices are inclusive of veterans, or whether employees with armed forces connections know what is available to support them.

This helps move the conversation beyond a single day and towards a wider understanding of the armed forces community within the workplace.

Being mindful of employee wellbeing

For some people, Remembrance Day can bring difficult memories, grief or other emotions to the surface.

Employers should make sure employees know where they can access support if they need it. This might include existing resources, employee assistance programmes or other services available within the company.  

It can also be helpful to remind employees that support is available without making assumptions about how they may be feeling.

The role of managers

Managers can help ensure Remembrance Day is approached sensitively by setting a respectful tone within their teams.

This could mean communicating any workplace arrangements clearly, allowing time for the two minute silence where appropriate and avoiding insensitive comments or assumptions about an employee’s personal circumstances.

Managers are not expected to act as counsellors or have all the answers. Their role is to listen, respond appropriately and know when to sign post an employee to the relevant support.

Taking this approach can help managers handle potentially sensitive conversations with confidence while ensuring employees know where to go for further help.

Small actions can make a difference

Marking Remembrance Day does not have to involve a large event or significant commitment. Small, thoughtful actions can help create a respectful and inclusive workplace:

• Acknowledging the day, share a brief message recognising the day and its significance.
• Making space for the two minutes, let employees know when silence will take place and give them an opportunity to take place.
• Share local events, signpost employees to local remembrance services or events.
• Allowing flexibility where operationally possible, consider whether employees need flexibility to attend a service or observe remembrance in their own way.
• Recognising the wider armed forces community, acknowledge serving personal, veterans, reservists and the families and communities who support them.

These principles don’t need to apply only to remembrance.

Keep the conversation going

Remembrance can be a meaningful opportunity for workplaces to pause and consider the experiences of others. For employers and managers, it is also a reminder that respect is built through everyday actions, from how we can communicate with colleagues to how we respond to different experiences.

Taking the time to approach remembrance thoughtfully can help reinforce a wider culture of consideration, where employees feel comfortable, valued and respected at work.

How Hallidays HR can help

At Hallidays HR, we can support businesses with practical HR advice around workplace culture, policies and inclusive management.

If you would like to discuss any of the above in more detail, then please contact us on 0161 841 1660 or email hr@hallidayshr.co.uk. And of course, visit the website: Hallidays HR Website and our LinkedIn page: Hallidays HR LinkedIn