Grief is an inevitable part of life but the fact that it’s a universal experience doesn’t diminish how profoundly it affects individuals within your workforce. More than 3 million people died in the US in 2023, but bereavement is not exclusively linked to death. Other life-altering disruptions, like divorce, caring for loved ones, miscarriage, personal illness and injuries can also cause people to grieve. As HR leaders, it is crucial to approach grief management with both empathy and strategic foresight, recognizing the significant impact it can have on employee wellbeing and organizational health. We have an opportunity as leaders to consider how well-equipped we are to support people through a bereavement, and how we can work together to improve that support.Here, we’re discussing grief management in the workplace, providing leaders with actionable strategies to support their teams through one of life's most challenging experiences.But first, we have to understand the barriers to good support across these settings, including: Lack of awareness and understanding of grief and how best to support employees Poor communication and information sharing Inflexible systems 1. Understanding the Impact of Grief on PerformanceSigns of grief in employees can vary, but co-workers to managers should be aware of the signs and what to expect: an inability to focus or make decisions, lack of energy, rapidly shifting emotions, through to hyper-focused behavior. Many are aware of the Kubler-Ross model for grief, but it doesn’t always stay in that neat five stage graph. What we know for certain, is that grief doesn’t just impact businesses in terms of time off work – it can reduce workplace productivity by up to 30% and increase error rates by 10%. It’s important to understand that the grieving process is not linear, and its impact may extend far beyond the initial bereavement leave.The 2024 Cost of Dying Report from Empathy, the platform that helps families navigate the emotional and logistical challenges of grief, found that loss continues to affect employees for 10 months — well after they have returned to work — and for 19 months if they are the designated executor of the estate.2. Develop a Compassionate Response StrategyAlthough HR leaders may feel prepared, managers and co-workers need to also feel equipped to respond empathetically. Unfortunately, there can be cultural barriers to discussing the causes of grief — making discussion of it awkward for many. But active listening, appropriate language and knowledge of support systems in place should be understood up and down the workforce. 3. Integrate Grief Resources into Wellness ProgramsGrief counseling and support services are commonly included in Employee Assistance Programmes but utilization is also famously low, with EAPs. This is another place where timely reminders can help: with managers and HR professionals providing the necessary access when it’s needed. Data from the American Psychological Association (APA) indicates that access to professional grief counseling can reduce long-term absenteeism by 20%. Ensure these resources are well-publicized and easily accessible to all employees.4. Cultivate a Supportive Workplace CultureThere is very little understanding about grief, what it looks like and how to support people. Education to recognise signs of prolonged grief disorder (PGD), which affects about 10-20% of bereaved individuals, and can have severe consequences on mental health and workplace performance, is one example of how to mitigate the risks of it impacting your business. 5. Balance Productivity and CompassionWhile maintaining productivity is essential, imposing strict deadlines or pressure during an employee's grieving period can be counterproductive. Research suggests that a balance of gentle re-engagement with work, alongside understanding from managers, leads to better long-term outcomes in employee retention and loyalty.7. Review and Update Grief Policies RegularlyThe US has no federal bereavement leave policy meaning workers aren’t guaranteed time off after the death of a loved one to attend a funeral and grieve. In the absence of a federal bereavement leave policy, some states have established their own program or are trying to do so, and around nine out of 10 US companies offer bereavement leave, according to the International Foundation of Employee Benefit Plans.Of the companies surveyed in The Cost of Dying report, though, 43% offered no additional support beyond time off, and although grief professionals recommend at least 20 days off for those recently bereaved, the average time off offered was 5.6 days.HR leaders need to ensure that company policies on bereavement leave, return-to-work protocols, and ongoing support are up-to-date and reflective of best practices. Conduct regular reviews and seek feedback from employees who have gone through the process to identify gaps or areas for improvement. Can the leave be expanded to encompass all close relationships, or extended for closer family members?Grief management in the workplace is a delicate balance of empathy, support, and practicality. By understanding the profound impact of grief and implementing structured, compassionate strategies, HR leaders can significantly mitigate its effects on both the individual and the organization. The goal is to maintain a supportive environment that allows employees to heal while still contributing meaningfully to their work.About YuLifeYuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. How does it work?Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.Request a demo for your team today.