Grief is a profound and deeply personal experience, touching each of us in unique ways. When faced with the loss of a loved one, many people find themselves trying to balance the heavy weight of grief with the demands of their work responsibilities. In such times, it’s essential for organisations to step up and create a supportive and inclusive environment that truly understands and accommodates the diverse ways people cope with loss.

A report by the UK Commission on Bereavement highlighted the scale of this issue, revealing that there were 5.6 million bereavements in England alone during 2020-2021. The report outlined eight key principles for improving support for those navigating the difficult journey of grief. One of these principles emphasised the critical role of schools, colleges, and workplaces in providing the necessary support during bereavement.

This brings us to an important question: How can workplaces not only acknowledge but actively support the diverse grieving processes of their employees?

Understanding grief

Firstly it’s important to recognise that grief is not a one-size-fits-all experience. Cultural, religious, and personal differences mean that each person’s journey through grief will be unique. Therefore, encouraging a workplace culture that respects and accommodates these diverse experiences is key. This variability can impact how people perform their duties, manage their time, and interact with colleagues. Recognising that grief affects everyone differently is the first step toward creating a supportive workplace.

Developing a comprehensive grief policy

A well-structured grief policy is the basis of an inclusive workplace. Key elements should include:

• Bereavement leave: Offer sufficient bereavement leave to allow people to manage their grief and attend to necessary arrangements. Consider flexibility in leave options, such as additional unpaid leave or the ability to use sick days for grief-related needs. For more guidance on what the UK law states about bereavement leave please see the information collated by The Loss Foundation here.
• Flexible working: Recognise that some people may need extended time off or different arrangements, such as part-time work or job-sharing, to accommodate their grieving process. Respect and accommodate various mourning practices and rituals. This could mean acknowledging specific mourning periods or adjusting work schedules to align with employees’ needs. For more information around how to handle a person’s return to work  please find guidance from ACAS here.

Creating bereavement friendly workspaces

Consider making physical and logistical adjustments to the workspace to support grieving employees:

• Designated support areas: Set up quiet spaces where employees can take a moment to process their emotions or find solitude if needed.
• Create an open dialogue about grief and bereavement: Create an organisation where employees feel comfortable discussing their grief. Ensure there is a culture where employees can openly share their grief without fear of stigma or judgment. This can be facilitated through regular check-ins with managers and/or through setting up grief networks and support groups. Research has found that being able to connect with others who have been bereaved is one of the most valuable means of support (Peters et al, 2016).

Training for managers and HR

Equipping managers and HR professionals with the right skills to handle grief-related conversations is crucial. Training should cover:

• Cultural competency: Understanding and respecting different cultural and religious practices related to grief. Check out this video put together by the NGO House to Grow that explores some of the cultural differences in grieving and unreal arrangements.
• Empathy and communication: Techniques for empathetic listening and supportive communication that address the needs of grieving employees. We have provided an example conversation between a fictional manager and employee to help with understanding how a conversation around bereavement might look like.
• Overcoming stigma: Work to dispel misconceptions about grief, such as the belief that it diminishes an employee’s productivity or that there is a “right” way to grieve. Promote understanding and compassion instead of judgment. Research has found that managers were judged to be supportive when they acknowledged the bereaved person’s situation and reaction to grief and then offered specific tailored support to them (Flux, Hassett and Callanan, 2020).

Promoting inclusive practices that respect diverse grieving processes is not just about compliance; it’s about creating a compassionate and supportive workplace where all employees feel valued and understood. By integrating the above practices, you can help ensure that every person feels supported during their time of grief, contributing to a healthier, more empathetic workplace for all.

Example conversation around inclusive bereavement practices

We’ve included an example conversation between a manager and employee, the manager uses active listening skills and a person centred approach to support their employee in their time of grieving.

• Manager: Alex, empathetic and understanding, with a focus on offering support.
• Employee: Dev, a practicing Hindu, who recently lost a close family member and is feeling overwhelmed.

Manager (Alex): Dev, thank you for taking the time to meet with me today. First and foremost, I want to express my deepest condolences for your loss. I can only imagine how difficult this time must be for you.

Employee (Dev):  Thank you, Alex. It’s been really hard, to be honest. I’m just trying to get through each day.

Manager (Alex): I can hear how tough this has been for you. Please know that you’re not alone in this, and we’re here to support you in any way we can. I wanted to check in with you and see how you’re doing—both emotionally and in terms of what you need from us at work right now.

Employee (Dev):  I’m grateful for that. I’m feeling pretty overwhelmed. There are moments when I just can’t focus, and I worry about falling behind. But at the same time, I don’t want to let the team down.

Manager (Alex): It’s completely understandable to feel overwhelmed right now, Dev. Your well-being is our top priority, and I want you to know that it’s okay to take the time you need. There’s no rush to get back to full speed. I also want to acknowledge that everyone grieves differently, and cultural traditions can play a significant role in that. Is there anything specific about your cultural or religious practices that we should be aware of, so we can support you appropriately?

Employee (Dev): Actually, yes. In Hindu culture, it’s important to observe a 13-day mourning period called the Shraddha rituals. During this time, there are specific ceremonies and rites that I need to participate in with my family. It would be really helpful if I could take time off for that and adjust my work schedule afterward to accommodate these practices.

Manager (Alex): Thank you for sharing that with me, Dev. I completely respect the importance of these rituals, and we can definitely work around your needs. We can arrange for you to take the necessary time off to fully participate in the Shraddha rituals, and when you return, we can discuss a gradual return to work, possibly with flexible hours. How does that sound?

Employee (Dev): That would be really helpful. Participating in these rituals is very important to my family and me, and knowing that I have your support makes a big difference.

Manager (Alex): I’m glad to hear that, Dev. We’ll make sure you have the time and space you need to honour your traditions. When you’re ready to come back, we can explore how best to support your return, whether that’s with a reduced workload, flexible hours, or anything else that might help. Please know that you can let me know if anything changes or if there’s anything more we can do to support you during this time.

Employee (Dev): Thank you, Alex. I really appreciate your understanding and support. It’s a relief to know I can take the time I need.

Manager (Alex): You don’t have to worry about work right now, Dev. Focus on what you need to do, and we’ll handle things here. When you’re ready, we’ll ease you back in at a pace that feels right for you.

Employee (Dev): Thanks again, Alex. This really helps.

Manager (Alex): Take care, Dev.

Further resources

• Bliss for support and information for parents with a baby in neonatal care
• Child Bereavement UK if your child or baby dies
• Cruse Bereavement Support for advice on coping with a death
• Dying Matters for help talking about dying, death and bereavement
• Mind for mental health information and support
• Miscarriage Association for miscarriage support and advice
• Sands for support following the death of a baby before, during or shortly after birth
• Sue Ryder for advice on coping with a death

References

Bereavement is everyone’s business (2022) The UK Commission on Bereavement. Available at: https://bereavementcommission.org.uk/media/o5obuive/ukbc-england_briefing.pdf  (Accessed: 02 September 2024).

Peters, K., Cunningham, C., Murphy, G., & Jackson, D. (2016). Helpful and unhelpful responses after suicide: Experiences of bereaved family members. International journal of mental health nursing, 25(5), 418-425.

Flux, L., Hassett, A., & Callanan, M. (2020). Grieving in the workplace: how do grieving employees perceive their experience of workplace support from management?. Policy and Practice in Health and Safety, 18(2), 186-195.