When Grief Comes to Work — Supporting Workers Through Loss

Submitted by Melody Land, MACP, LCT, www.bluemindcc.com

Most of us expect grief to show up in our personal lives. We anticipate it after the death of a loved one, the end of a relationship, or another major life change. What we often forget is that grief also shows up at work.

When an employee, colleague, volunteer, client, or community member dies, the impact can ripple throughout an entire organization or community. Productivity may decrease, emotions may run high, and routines that once felt normal can suddenly feel overwhelming. Leaders often feel pressure to say the right thing, provide answers, and keep the organization functioning while also caring for the people affected.

The truth is that there is no perfect way to manage grief in the workplace. However, there are ways organizations can respond with compassion, consistency, and humanity.

---

Start With Clear and Compassionate Communication

When a loss occurs, people naturally look to leadership for information. While it may be tempting to wait until every detail is known, timely communication is important.

Share the facts simply, honestly, and with empathy. Acknowledge the emotional impact the loss may have on employees or members of the organization. Avoid speculation, rumours, or discussing "what if" scenarios. If information is limited, it is okay to say so.

People do not expect leaders to have all the answers. They do expect honesty. It can be helpful to explain:

• What information is currently known.
• What information is not yet available.
• How updates will be shared.
• When employees can expect to hear more.
• Who employees can contact with questions or concerns.

​Consistency matters. Mixed messages can increase anxiety and confusion during an already difficult time. Establish agreed-upon communication channels and use them consistently.

Most importantly, be human. Leaders are affected by grief too. It is okay to acknowledge your own emotions, admit when you do not know something, or recognize that mistakes may happen along the way.

Make Support Easy to Access

Many organizations have supports available, but employees may not know how to access them.

This is a good time to clearly explain:

• Employee Assistance Program (EAP) services.
• Counselling and mental health supports.
• Contact information for human resources.
• Community resources available to staff and families.
• Any additional supports the organization is providing.

​Do not assume employees will seek help simply because resources exist. During grief, even simple tasks can feel overwhelming. The easier you make access to support, the more likely people are to use it.

Be Clear About Bereavement Policies

One of the most common sources of stress after a workplace loss is uncertainty. Employees often wonder:

• Am I entitled to time off?
• Can I attend the funeral?
• What happens if I need more time?
• Will exceptions be considered?

​If flexibility is available, explain what that process looks like and who employees should speak with. People do not necessarily need every request approved, but they do need to understand what options are available.

Some organizations may choose to offer paid time off for employees to attend a funeral or memorial service. Others may organize collective expressions of sympathy such as flowers, cards, donations to a charity, or other meaningful gestures.

Consider asking employees what support would be most helpful. Often the people affected are best positioned to identify what they need.

Create Opportunities to Remember

Workplaces and organizations are communities. When someone dies, employees may need opportunities to acknowledge the loss and honour the person's memory. Organizations can consider:

• Memory books or message boards.
• Memorial tables or displays.
• Candle-lighting ceremonies.
• Moments of silence.
• Charity fundraisers in honour of the individual.
• Team gatherings to share memories.

​Not everyone will want to participate, and that is okay. The goal is not to force remembrance but to create opportunities for connection and meaning. Rituals often help people begin to process what has happened and recognize that the person's contributions mattered.

Create Space for Grief

One of the greatest misconceptions about grief is that it should remain outside the workplace. The problem with that idea is that grief is notoriously unreliable! It does not follow a schedule.

Someone may appear fine during a meeting and become emotional an hour later. Another may seem unaffected initially and struggle weeks afterward.

Especially with losses that are shocking, unexpected, or if injury or death occurred during working hours, consider creating a temporary quiet space where employees can step away when needed.

This space might include:

• Comfortable seating.
• Tissues.
• Information about available supports.
• Soft lighting.
• A low-stimulation environment.

​Sometimes people simply need a few moments to gather themselves before returning to work, or off and on during the day. Providing that space sends an important message: grief is recognized here and we support you in your grieving.

Understand That Everyone Grieves Differently

One employee may cry openly. Another may become quiet and withdrawn. Someone else may seem angry, distracted, or emotionally numb. All of these responses can be normal. Resist the urge to judge how people express themselves - there is no right or wrong way to grieve.

As leaders and colleagues, we should resist the urge to compare losses or judge reactions.

Statements such as "you need to stay strong" or "others have it worse" often shut down conversations rather than helping. Instead, acknowledge what people are feeling.

Simple statements such as "this is really difficult", "I'm glad you told me", and "How can I support you today?" can create space for meaningful connection.

Adjust Expectations When Needed

Grief affects concentration, memory, energy levels, and decision-making. Workers who are grieving may struggle with tasks that previously felt easy. They may need additional breaks, temporary workload adjustments, or time away from work or specific tasks. Organizations should consider:

• Adjusted workload expectations.
• Flexible scheduling.
• Additional breaks.
• Temporary reassignment of responsibilities.
• Buddy systems for employees most affected.

​It is also important to recognize that mistakes may happen. It doesn’t mean standards should disappear, but priorities may need to shift temporarily. Identify the most critical tasks and focus energy there while allowing less urgent responsibilities to wait when possible.

Watch for Signs That Additional Support Is Needed

Most grief reactions are normal and will gradually ease with time and support. However, leaders should remain aware of signs that someone may be struggling significantly. Potential warning signs include:

• Not eating regularly.
• Significant or rapid weight loss.
• Ongoing sleep difficulties.
• Frequent absenteeism.
• Major changes in appearance or hygiene.
• Persistent concentration difficulties.
• Repeated mistakes that could cause harm.
• Noticeable decline in functioning over time.

​
If concerns arise, begin with compassionate curiosity rather than assumptions. Ask questions, listen, express concern, and if they are open to it, help connect the employee with available supports and resources.

If difficulties continue or become more serious, work collaboratively with the employee, human resources, and any applicable policies to determine next steps. Having clear procedures established before a crisis occurs can help ensure responses remain fair, supportive, and consistent.

Grief Is a Human Experience

Organizations are often measured by their productivity, performance, and outcomes. Yet during times of loss, your work community will remember something else. They will remember how they were treated. They will remember whether they felt seen, supported, and cared for. A compassionate organizational response will not remove grief. Nothing can do that. But thoughtful communication, flexible support, and a willingness to acknowledge the reality of loss can help people navigate one of life's most difficult experiences. At the end of the day, workplaces are made up of people. When grief arrives, responding with humanity may be the most important thing an organization can do.