Grief and loss in the workplace

Organisations can assist employees who are experiencing grief and loss by demonstrating compassion and understanding while they navigate through challenging personal circumstances.

Fostering a workplace culture that values empathy and understanding can encourage transparency, open communication and provide employees with a safe environment.

What is grief and loss?

Grief is an individual’s response to loss. It is the normal, natural, and inevitable response that can affect every part of a person’s life, including their thoughts, behaviours, beliefs, feelings, physical health and their relationships with others.

Grief may be associated with the loss of a loved one, relationship, miscarriage, pet, job, financial or a change in one’s circumstances. This change is not always apparent but may be something life-altering which involves a grieving for what has been lost, e.g., independence.

All people experience grief differently. Some people may be open and expressive with their grief, crying, and wanting to talk, others may be more private, preferring to keep busy (task oriented) and reluctant to talk. Culture, gender and belief systems can also influence the ways in which people grieve.

Grief has no set timeframe, some individuals may grieve for weeks or months, others may describe it as something that lasts a lifetime. In living with and through grief, people begin to create a different ‘norm’ to work around their loss.

Signs that employees may be struggling with grief and loss

Recognising the signs is crucial for employers to provide appropriate support and initiate conversations about how to manage the impact in the workplace. Changes in behaviour are expected but should be monitored.

Look for;

A sudden decline in work quality or productivity. This can include missed deadlines, a higher rate of errors, or difficulty concentrating on tasks.
Increased absenteeism or lateness. Employees dealing with grief might take more time off than usual, arrive late, or leave early from work. They may also seem to struggle with maintaining a regular schedule.
Withdrawing from others. If an employee who was previously sociable and engaged starts to withdraw from interactions with colleagues, avoiding conversations or social activities, it could be a sign of grief.
Changes in mood. Displaying unusual emotions for the context, such as tearfulness, irritability, or apathy, can be indicative of grief. Increased sensitivity to feedback might also be observe so plan these conversations carefully.
Changes in communication. An employee might become more quiet or reserved, or conversely, might express frustration or anger more readily. They might also avoid discussions about the future or seem disinterested in planning.
Physical changes. Grief can manifest physically in forms such as fatigue, changes in appetite, sleep disturbances, or a lack of attention to personal appearance.
Decreased Engagement. A lack of interest in work, decreased participation in meetings, or not volunteering for projects or tasks they previously showed interest in can be a sign an employee is struggling with loss.
Increased Errors or Safety Concerns: Employees dealing with grief may have a diminished ability to concentrate, leading to more mistakes or even safety issues in certain work environments.

Managers should be aware of looking for these signs and trained in how to sensitively address them.

How to help an employee who is experiencing grief and loss?

Grief and loss are universal, all employees will experience it at some point in their lives. Grief and loss can be difficult to address and are therefore widely overlooked issues in the workplace. In the workplace this can contribute to a loss of productivity and disruption in the workplace. Often employees will try to ‘leave their grief at home’ and struggle to operate ‘as normal’ in the workplace. This can lead to further anxiety because grief is not easily disguised.

It is important for employers to understand that experiencing loss is a normal occurrence in life and that everyone will react differently.

Many people find it difficult to know what to say or do when attempting to support someone who is grieving. Often, it is the simple act of offering care and concern that can be the most beneficial.

The next step is to provide a level of information to employees on how they can be useful and supportive to others during these times.

Practical steps for managers

Ask the person how they are feeling. Each day can be different for someone who is grieving; take the time to check in and empathise with what they are going through.
Listen. It can be helpful to just say ‘I don’t know what to say, just know that I care and I’m here if you want to talk’.
Ask the person how you can help, take them out for a coffee or a walk if they feel they need to get away from the workplace.
Let the person know if it becomes overwhelming, they can take a break.
Check in with the employee periodically and offer support as needed over time, not just in the immediate aftermath of the loss.
Check if they are seeking professional help or have a self-care plan. If not, encourage them to seek professional help either personally or facilitate this through an Employee Assistance Program (EAP).

Practical steps for organisations

Have a plan around how to support employees. How the organisation responds at this critical time can mean so much to both the individual and the organisation.
Provide time off beyond standard bereavement leave can be invaluable for employees dealing with significant loss. This gives them space to grieve without the added stress of work obligations.
Allowing for flexible hours, remote work, or reduced workloads can help grieving employees manage their responsibilities while coping with their loss.
Create a policy or guideline to demonstrate to co-workers the various ways the organisation can help. This identifies what the company offers grieving employees, expectations of managers and relevant process.
Consider developing a personal situation plan.
- A personal situation plan helps managers and co-workers but can assist those who are grieving to have concrete information on how the organisation can support them. This shows the expectations in terms of productivity and how they will be supported (e.g., someone taking on some of their tasks for a specific period).
- Look at the person’s workload, distribute what you can and decide what can wait until they return. Cancel or reschedule any necessary meetings during their absence and review their to-do list with another team member.
- When they are back at work, set up a few check-ins with both the team member and manager to review the transition back to work.
Offer resources or workshops on grief and loss to all employees to increase understanding and empathy within the team, helping to create a more supportive environment for those who are grieving.
If other workers need to access EAP while supporting someone who is grieving, encourage them to do so.
If it is a very specific loss, consider seeking some in-house training from one of the many organisations who support individuals and families experiencing grief and loss.
Respect employee’s privacy and have a confidential conversation as to what their needs are when returning to the workplace. Get their permission to inform others (manager/co-workers).
Ask the employee, or a close co-worker how they would like you to communicate with employees regarding their loss. If the bereaved individual does not want to share much, simply state that they have had a loss and won’t be at work for the specified period.
Continue to offer support and look for signs that the employee is struggling.

By addressing the issue directly, an organisation can create strategies that ensure work continues to be done while also providing employees time and compassion to process their grief.