Home / Grief Support / Managing Grief in the Workplace with Tips for Employees & Managers

Managing Grief in the Workplace with Tips for Employees & Managers

By: Serena Tanner • Edited by: Ani Lahiri • Subject Matter Expert Reviewed by: Brindusa Vanta, MD • 5 cited sources • Updated Oct 17, 2024

Grief is a natural part of life, and inevitably it will eventually spill into the workplace. Both employees and organizational dynamics can be deeply impacted by grief, but creating a compassionate workplace culture can help mitigate the effect. Managers can support team members through grief in the workplace by providing bereavement policies, empathy training, and space for open communication. Likewise, employees can develop coping skills that help with managing grief at work.

Key Takeaways

• Grief looks different for everyone and is a normal response after loss.
• Addressing grief in the workplace helps employees manage emotions and supports their return to work.
• Managers play a key role in creating a compassionate workplace that offers bereavement support.

Understanding Grief in the Workplace

Grief is an intense emotional experience people go through after loss. It’s common after the death of a loved one or in response to a terminal illness. While it’s a normal, natural response to loss and looks different for everyone, grief can significantly impact an individual’s physical and emotional well-being, especially if they don’t get proper support^[1]. 

The Importance of Addressing Grief at Work

Unaddressed grief in the workplace can negatively impact a company’s productivity, morale, and culture. However, creating a supportive workplace environment benefits both employees and the organization. Employees can process their feelings to prevent complicated or chronic grief from arising. Grief support may also help bereaved employees return to work sooner.

Coping Strategies for Employees Dealing With Grief

If you’re dealing with grief, it can be difficult to focus on work. Developing coping strategies can help you manage your grief in the workplace.

Recognizing and Accepting Your Grief

A major part of grieving is accepting the circumstances surrounding it and learning to move forward in life. Acknowledge your grief as a valid emotional response to loss, and remember to have compassion for yourself. If you need help, don’t be afraid to ask.

Make self-care a priority, because looking after your physical and mental well-being is essential during this challenging time. Try to get enough rest and eat healthy. After work, go for a walk, talk to a close friend, and engage in activities that comfort you.

Dr. Brindusa Vanta, MD

Seeking Support From Friends and Professionals

Many workplaces offer Employee Assistance Programs, which may help connect you to grief counselors and other resources. Additionally, friends, family, and professional counselors can be excellent sources of support while learning to cope with your new normal.

Practical Tips for Managing Grief at Work

If your grief makes it difficult to work, try implementing these tips  to manage it:

• Pay attention to what you need. Don’t return to full-time duties before you’re ready.
• Talk to your boss or manager before returning to work. Create a plan that helps you reintegrate into the workplace.
• Plan how you’ll respond when emotions get the best of you. Perhaps you take a quick break in private. 
• Keep your manager in the loop with your healing process and which duties you feel capable of handling.
• Set realistic goals for what you can and can’t accomplish. Now isn’t the time to tackle big, demanding projects if you can avoid them.

How the Workplace Can Support Grieving Employees

For managers, your influence and response to your employees’ grief can set the stage for how well they return to work duties. It’s important to respond with empathy and compassion, providing sensitive support without overstepping boundaries or creating future struggles for your employees^[2].

Recognizing the Signs of Grief in Employees

Employees can show signs of grief in several ways, including changes in behavior, productivity, or engagement. These signs indicate that your team member may need additional support. If one of your employees has recently suffered a loss, be attentive to these signs and provide empathetic support for them.

Providing Immediate Support to Those in Need

Immediately following the loss of a loved one, your employee needs extra support. Acknowledge their loss and offer your condolences. Respect their need for time off and try to accommodate requests for leave as much as possible. In some states, such as Washington^[3] and California^[4], there may be legally required bereavement leave policies. However, these policies might stipulate less time than many people need. If applicable, refer your bereaved employee to any Employee Assistance Programs.

Tips for Creating a Compassionate Workplace Culture

Creating a compassionate workplace culture helps your staff thrive. Support employees through their losses as they arise.

Fostering Open Communication

Open communication about grief and loss in the workplace allows employees to feel safe discussing what they need. Not all individuals will feel comfortable opening up, but fostering a policy of open communication can help. 

Training and Resources for Managers

Training programs for managers can help company leaders become more equipped to handle grief in bereaved employees. While some organizations have dedicated human resources departments, smaller organizations often have just managers. 

Policies and Procedures Around Bereavement

Loss is a part of life, and creating policies and procedures regarding bereavement in the workplace helps support everyone involved. Ensure your organization has set policies detailing bereavement support, leave, and timelines, as well as resources that may be available in Employee Assistance Programs. Make sure all employees know about these policies and resources, and remind newly bereaved employees of them as necessary.

Returning to work right after the death of a loved one can help some employees by resuming their daily routine, receiving support from colleagues, and feeling a sense of contribution. However, employers should be aware that some employees may need time off later as they navigate different stages of grief.

Dr. Brindusa Vanta, MD

Grief Impacts All Areas of Life

Loss naturally impacts all areas of life, including work, as people grieve. Through fostering open communication, treating the situation with empathy, and offering support, you can help grieving employees cope in the workplace. Implementing the grief strategies detailed above can help create the compassionate, supportive work environment your employees need.

Written by Serena Tanner

Serena Tanner attended the University of Washington, where she earned a degree in philosophy after many detours delving into human rights, law, psychology, and social work. Health and holistic wellness topics continue to hold a special place in her heart. When she's not reading or writing, she can be found exploring the Pacific Northwest with her two children and dogs.

---

Edited by Ani Lahiri

Anitra Lahiri earned her bachelor's degree in English from NYU and holds certifications in Yin Yoga, Prenatal Yoga, Reiki I and II, Natural Health, and SMART Recovery Facilitator Training. She is also completing her 500-hour hatha yoga teacher training in December 2024. By leading addiction recovery meetings, teaching yoga, and writing about wellness, Anitra helps people all over the world bounce back from addiction, incarceration, or traumatic life events. Her passion is encouraging people to tap into their inner wisdom. https://anitralahiri.com/

---

Subject Matter Expert Brindusa Vanta, MD

Dr. Brindusa Vanta is a healthcare professional, researcher, and medical subject matter expert . She earned her MD degree from "Iuliu Hatieganu" University of Medicine, Romania. She has a special interest in mental health and has collaborated with psychologists and other mental health practitioners on various research projects focused on therapies to manage depression, age-related cognitive decline, trauma and stressor- related conditions.