As an employer or co-worker, creating a supportive environment that allows for the healthy expression and management of grief is essential. In this guide, we will explore effective strategies for handling grief in the workplace.

Establish a compassionate environment

Grief in the workplace requires a compassionate and understanding approach. By establishing a supportive environment, offering time off and flexible work arrangements, providing resources, communicating with sensitivity, fostering supportive relationships, and adjusting work expectations, employers and colleagues can help individuals navigate the grieving process while maintaining their well-being.

Remember, the goal is to provide empathy, support, and understanding to those going through a difficult time, fostering a workplace culture that values emotional well-being.

“It’s not surprising that grief impacts workplaces at the individual, team, and organisational level,” Jaydene Tucker, registered psychologist with PeopleSense at Altius, said.

“It is common for organisations to see increased absenteeism by those grieving. This time off can be beneficial but may also run the risk of someone disengaging from their normal routines, support networks, and work.

“This should be judged on an individual basis with consideration for the person’s severity of loss and their individual response.”

When employees deal with grief, it is crucial for employers to foster open communication. Employers can encourage employees to share their feelings and concerns without judgment and create a safe space where individuals feel comfortable expressing their emotions. Empathy plays a crucial role in providing emotional support and fostering a compassionate workplace culture.

If available, remind employees about employee assistance program (EAP) services that provide counselling, grief support, and mental health resources. Ensure that they are aware of the confidential nature of these services.

An EAP provides short-term confidential psychological assistance by registered psychologists for employees facing personal or work-related issues such as grief. It can be helpful to share information about the service in the lead-up to, or when responding to, a loss, or have an EAP psychologist attend onsite to discuss the service.

Common mistakes

When it comes to handling grief in the workplace, both employers and employees can unintentionally make communication mistakes. These mistakes may stem from a lack of understanding or sensitivity towards grieving individuals. Here are some common communication mistakes to avoid:

  • Ignoring the situation: Employers or co-workers may choose to ignore or avoid addressing the grieving individual’s loss altogether. This can create a sense of isolation and further compound their grief.
  • Making assumptions: Assuming that you understand the grieving person’s emotions, needs, or progress can be problematic. Grief is a highly individual experience, and everyone copes differently. Avoid assuming what the person is going through or imposing your own expectations on their grieving process.
  • Lack of communication about available support: Employers and co-workers may fail to communicate the resources and support available to grieving employees. It is essential to proactively share information about counselling services, employee assistance programs, or other relevant resources.

Offering flexibility 

Employers must understand that grieving employees may need additional time to complete their tasks. Employers can be flexible with deadlines and workload assignments during this period of grieving. If necessary, consider temporary role adjustments or redistributing tasks to alleviate some of the pressures on grieving employees while maintaining productivity.

“On return to the workplace, individuals may experience a state of presenteeism – physically present, but their minds [are] not necessarily completely on the job,” Ms Tucker said.

“They might find they’re spending their mental energy thinking about the person, the circumstance of their passing, or the implications of this in the future. During this transition, organisations may choose to decrease workload or monitor someone’s work more closely if they are concerned about the associated risks.”

Employees may be eligible to take various types of leave when dealing with personal or family-related hardships. The specific types of leave and their availability can vary depending on the country, company policies, and local labour laws.

Here are some common types of leave that employees may be entitled to:

  • Personal/carer’s leave: Personal and carer's leave is provided to employees who are unable to work due to their illness, injury, or to care for a family member or household member who is ill, injured, or requires care. Full-time employees are entitled to 10 days of paid personal leave per year, while part-time employees receive a pro-rata entitlement based on their hours worked.
  • Compassionate/bereavement leave: This leave allows employees to take time off when a close family member or household member passes away or suffers a life-threatening illness. The duration of compassionate leave may vary depending on the circumstances and the individual’s relationship with the deceased. Generally, employees are entitled to two days of paid compassionate leave per occasion.

It’s important to note that the specific entitlements and provisions for leave may vary based on the relevant awards, enterprise agreements, and individual employment contracts. It is recommended to refer to the Fair Work Act and consult the human resources department or relevant authorities for accurate and up-to-date information regarding leave entitlements in Australia.

How to help a grieving person return to work

Supporting a grieving person as they transition back to work after a loss is crucial for their well-being and successful reintegration into the workplace.

Employers have a legal and ethical duty of care towards their employees’ well-being. This duty of care means that employers are responsible for taking reasonable steps to ensure the health, safety, and welfare of their employees.    

Employers can demonstrate their commitment to supporting employees through difficult times, promoting a positive work culture, and contributing to the overall well-being of their workforce.

Here are some steps you can take to help a grieving person during this process:

  1. Communicate with empathy: Reach out to the grieving person and express your condolences and support. Let them know you are there for them and willing to provide assistance as they navigate their return to work. Be sensitive and understanding in your communication, acknowledging their loss and any challenges they may be facing.
  2. Provide a gradual return: Consider offering a flexible or phased return-to-work plan. This can involve initially reducing their workload or providing a modified schedule to help ease them back into their role. Discuss and determine together what would be most beneficial for their individual circumstances.
  3. Maintain open lines of communication: Encourage open communication and create a safe space for the grieving person to share their feelings and concerns. Regularly check in with them to see how they are coping and if they have any specific needs or accommodations.
  4. Offer flexibility and support: Understand that the grieving person may have ongoing emotional needs or appointments related to their loss. Be flexible in allowing them to attend counselling sessions or bereavement support groups and accommodate any necessary time off or adjustments to their work schedule.
  5. Provide resources and support networks: Inform the grieving person about available resources within the workplace, such as employee assistance programs (EAPs), counselling services, or support groups. These resources can provide additional support and guidance as they navigate their grief journey.
  6. Foster a supportive work environment: Encourage colleagues to show empathy and understanding towards the grieving person. Promote a workplace culture that values compassion and provides a sense of belonging. Consider organising team-building activities or events that focus on supporting one another.

Need help?

My Business Workplace is equipped to help businesses navigate HR and the workplace. There are hundreds of contracts and policies, including a leave policy and a leave without pay policy.