Supporting Employees Through Grief: Strategies for Compassionate Workplaces

At McPherson Berry, we believe that a supportive work environment is essential for the well-being of our team. Grief is a deeply personal experience that can arise from the loss of a loved one, a pet, a relationship, or even significant life changes, and it often impacts an employee's productivity, focus, and emotional health. As organizations and businesses, we have a responsibility to create spaces where employees feel seen, heard, and supported during these challenging times. In this blog post, we'll explore practical ways companies can help grieving employees navigate their journey while maintaining a positive and productive workplace.

Understanding the Impact of Grief in the Workplace

Grief doesn't follow a linear path or a set timeline — it can manifest as sadness, fatigue, difficulty concentrating, or even physical symptoms. Without proper support, it may lead to decreased engagement, higher absenteeism, or turnover.

By addressing grief proactively, businesses not only aid individual recovery but also foster loyalty, satisfaction, and a stronger organizational culture.

The key is to approach support with empathy, flexibility, and resources tailored to the employee's needs.

How Organizations and Businesses Can Help Grieving Employees

Here are actionable strategies drawn from best practices that companies can implement to provide meaningful support:

Offer Flexible Bereavement Leave and Time Off Policies:

Provide paid bereavement leave — typically three to five days, depending on the nature of the loss — to allow employees time to grieve without financial stress.

Make it clear that additional unpaid or flexible time off won't be held against them, and consider extending policies to cover non-traditional losses like miscarriages or pet deaths.

This demonstrates that the company values personal well-being over rigid attendance.

Provide Access to Employee Assistance Programs (EAPs):

Many organizations offer EAPs that include free or low-cost counseling, mental health services, and grief support groups.

Promote these resources confidentially and encourage their use. If your company doesn't have an EAP, partner with external providers to offer therapy sessions or hotlines.

Foster an Open Door Policy with Empathy:

Managers should maintain an open door for conversations, repeating offers of support to reassure employees that it's okay to discuss their grief.

Train leaders to listen without judgment, express genuine sympathy, and avoid phrases that minimize the loss, like "time heals all wounds." Pair empathy with compassionate actions, such as adjusting workloads temporarily.

Implement Flexible Work Arrangements:

Allow grieving employees to adjust their schedules, work remotely, or reduce hours as needed.

Be mindful of triggers, such as anniversaries, and offer accommodations like quieter workspaces or extended deadlines. This flexibility helps employees reintegrate at their own pace without added pressure.

Offer Practical Gestures of Support:

Small acts can make a big difference — send sympathy cards, flowers, or make donations in the loved one's name.

Organize team support, like meal deliveries or covering shifts, but always respect privacy and avoid being intrusive.

For broader organizational grief (e.g., after a company-wide loss), consider critical incident response training or group debriefs.

Provide Training and Resources for Managers and Teams:

Equip HR and leaders with training on recognizing signs of grief and responding appropriately.

Share educational materials, such as articles or webinars on grief support, and encourage teams to rally around the employee without overwhelming them.

Resources like books on grief or referrals to professional counselors can also be invaluable.

Monitor and Follow Up Long-Term:

Grief doesn't end after a few weeks, so check in periodically without prying.

Encourage self-care and professional help if needed, while tracking overall employee well-being through anonymous surveys. This ongoing support builds trust and helps prevent burnout.

By adopting these measures, businesses can create a culture of compassion that not only aids recovery but also enhances overall employee morale and retention.

Conclusion: Building Resilience Together

Supporting employees through grief is about more than policies—it's about human connection and understanding. At McPherson Berry, we're committed to these principles, ensuring our team feels supported every step of the way. If your organization has implemented similar strategies, we'd love to hear about them in the comments below. How have you experienced or provided support during times of grief? Let's continue the conversation and work toward more empathetic workplaces for all.