5 ways to provide workplace grief support

Bereavement can be one of the most challenging topics to handle at work, but knowing how to sensitively help colleagues during this traumatic period can be crucial.

Gemma Bullivant is a freelance executive coach, specialising in grief support coaching and workshops for employees and managers. She says when an individual loses someone close to them, their manager and colleagues can play a vital role: “If someone is well supported during the most vulnerable time of their life, they are more likely to feel whole and healthy more quickly, and to have long-term engagement and trust [with their workplace].”

Here are five ways to help staff who are grieving:

1. Create clear policies

Ensure your workplace has an accessible bereavement policy. Bullivant says it is “very common” for employees to be unaware of such policies and recommends proactively highlighting them to all staff alongside employee assistance programmes (EAPs) and any wellbeing and mental-health offerings. Bereavement policies typically outline statutory and additional provisions, including what type of leave is available and if it’s paid or unpaid.  Also include support offered through and EAP or private medical insurance. 

2. Offer employees immediate support

When someone suffers a loss, they normally need to take time off. Managers can help by offering condolences and reassuring them not to worry about work. “Explain any support that is available, and offer a list of external support options,” Bullivant adds. “Ask what support someone needs, and what support they already have. It’s not a manager’s job to fix anything, but to guide people to the right kind of support.”

3. Seek expert input 

Bullivant often runs grief coaching sessions for managers, explaining: “People sometimes think it will be overwhelming, but just a one-hour webinar can really make a difference. It helps managers navigate these very sensitive conversations and learn practical tips they can share.”

Training provider Mental Health First Aid England and the charity Sue Ryder both provide free bereavement resources for workplaces.

4. Plan a caring return

When the employee returns to work, talk about the shifts, workload and tasks they feel able to do, and how the business can support them. Depending on their role, they may want to temporarily step away from being customer-facing or from handling certain kinds of bookings.

“Give them permission to say when they are going through a tough time, and they may want to highlight anniversaries that could be particularly difficult for them, when they will need a bit of space,” Bullivant adds.

5. Provide long-term understanding

As time passes, focus on regular communication. Bullivant stresses that managers don’t need to be experts in grief, but should focus on actively listening to their team member. They can also ask if the employee would like to speak about their loss with colleagues.

“People often don’t want to say the wrong thing to someone who is bereaved, so they say nothing. But grieving is isolating, and a manager can create the right environment so the individual can say if they want to talk about the person they’ve lost. Then they’re more likely to get the interactive communication and support that works best for them.”