Grief awareness week: How best to support your employees

Grief touches everyone at some point, yet it’s still one of the least understood experiences – especially in the workplace.

As Grief Awareness Week (2–8 December) draws to a close, it’s a good moment to stop and think about how we, as employers, can show up for our people when they’re navigating loss.

In the UK, over half (57%) of employees have faced bereavement in the last five years (Hospice UK). Yet, heartbreakingly, many don’t feel supported at work during what is often one of the toughest times of their lives. Research from Sue Ryder shows that only 32% of people believe their workplace offers enough support after a bereavement.

These numbers should make us pause. They highlight a significant gap in workplace culture—especially when you consider how deeply grief can affect someone’s emotional wellbeing and ability to focus.

While there is no one-size-fits-all approach to supporting grieving employees, there are practical and meaningful ways to make a difference. 

‎

Create a safe space to talk

‎

The first step is to create a culture where employees feel comfortable talking about their grief. A simple “How are you doing today?” can make a world of difference. Let your employees know that it’s okay to share their feelings and that they won’t be judged or pressured to “move on.” Training managers in empathetic communication can be invaluable, ensuring they feel confident in offering a listening ear without overstepping boundaries.

Understand what to say to a grieving employee

‎

One of the hardest parts of supporting someone who is grieving is finding the right words. Often, the fear of saying the wrong thing stops people from saying anything at all. However, silence can feel isolating, so it’s better to offer a few kind words, even if they’re not perfect.

Here are some thoughtful phrases you could use to comfort a grieving colleague:

• “I’m so sorry for your loss—how can I support you?”
• “I don’t have the right words, but I’m here for you.”
• “If you’d like to share, I’d love to hear about your loved one.”
• “Take your time—we’re here when you’re ready.”
• “Would you like to talk, or would you prefer some space?”

It’s also best to avoid clichés like “Time heals all wounds” or “They’re in a better place now,” which can unintentionally minimise the person’s pain. Instead, focus on empathy and being present

Provide flexibility

‎

Grieving employees often struggle with concentration and energy levels, and offering flexibility—whether that’s adjusting hours, providing remote working options, or allowing time off—can be a lifeline. According to research by Cruse Bereavement Support, 42% of people felt they returned to work too soon after a bereavement. Giving your team the time they need to heal is an act of compassion they won’t forget.

Review your bereavement policies

‎

In the UK, employees are entitled to two weeks of parental bereavement leave if they lose a child under 18. However, there’s no legal requirement for leave following the loss of other close loved ones, such as a spouse, parent, or sibling. This leaves many grieving employees struggling to balance their emotions and responsibilities at work.

Consider extending paid leave to cover these types of close bereavements, ensuring your policy reflects the needs of your workforce. A compassionate approach not only supports employees during a deeply challenging time but also helps build trust and loyalty within your organisation.

Offer access or signpost employees’ professional support

‎

Grief is complex, and some employees may benefit from professional help. Providing access to services such as counselling or an Employee Assistance Programme (EAP) can offer much-needed support. You can also signpost your employees to charities like Cruse or Sue Ryder which have lots of useful advice and resources.

Encourage peer support

‎

Sometimes, it’s much easier to speak to someone who has been through grief, and providing the opportunity for peer support can be incredibly valuable.

One way to do this is to set up a small support group for grieving employees, which would give them a safe space to connect, share experiences and help them feel less alone.