Many companies still struggle to support employees trying to manage the emotional and logistical challenges grief presents. A 2021 survey by the National Council for Palliative Care found that:
- Nearly 60% of workers said their employer didn’t offer adequate support after a bereavement
- 1 in 5 employees considered leaving their job due to a lack of compassion or understanding
- Those grieving were significantly more likely to report drops in productivity, morale, and engagement
Source: Oak Tree Memorials
Traditional bereavement policies typically provide a few days of leave; this approach fails to reflect the complexity and unpredictability of grief. HR departments can design policies to give grieving employees the time, space, and resources they need to feel supported.
Key Elements of an Improved Bereavement Policy
When employees are given adequate bereavement leave, they can take the necessary time to mourn their loss without the added stress of work. This not only helps them cope better but also shows that the company cares about their well-being. For employers, having a supportive bereavement policy in place can lead to:
- Increased Employee Loyalty: Employees who feel supported are more likely to stay with the company.
- Enhanced Reputation: Companies known for their compassionate policies attract top talent.
- Better Productivity: Grieving employees who feel supported are more likely to return to work focused and ready to contribute.
Source: Bereave.io
HR departments can put in place a bereavement policy that works and is based on a number of essential elements:
1. Expanded Paid Bereavement Leave
Regardless of the relationship or situation, many firms still only provide three-to-five days of bereavement leave. Leading firms, however, are establishing new benchmarks. Bank of America stands out for its holistic and compassionate bereavement policies. Employees facing the loss of a spouse, partner, or child are entitled to up to 20 days of paid bereavement leave. This generous provision ensures that employees have the necessary time to grieve and manage personal affairs without the added stress of work obligations.
Source: Blaze Coaches
After her husband’s unexpected death, Sheryl Sandberg, the former COO of Meta, became one of the most influential voices on workplace grief. Under her leadership, Meta expanded its bereavement leave to 20 days for immediate family members and 10 days for extended family. This policy is widely cited as one of the most generous in the tech industry and reflects a broader cultural shift toward empathy in corporate leadership.
2. Flexible Leave Options
Grief is not linear; it fluctuates. There are days that are simpler than others. Emotional triggers can appear at any time and without warning. HR can assist workers by:
- Providing chances for returning to work part-time
- Offering staggered leave that can be taken over several months
- Providing flexibility for remote or hybrid work while returning to the workplace
These choices acknowledge that workers could require time for emotional healing, estate matters, or memorial services.
3. Mental Health and Counseling Support
Supporting grief reduces burnout that can lead to decreased productivity along with emotional and physical exhaustion. HR can assist with preventing burnout by:
- Providing access to grief counselors
- Expanding Employee Assistance Programs (EAPs)
- Offering support groups or peer networks
These resources support employees through the grief process.
4. Manager Training
Managers often lack the resources and/or confidence to support grieving employees. Through training opportunities, HR can teach managers to:
- Communicate with empathy and compassion
- Use their authority to adjust workloads as necessary to meet a grieving employee’s needs
- Recognize the signs of emotional distress
This training ensures that compassion is practiced consistently across the organization.
5. Inclusive Definitions of “Family”
HR policies should reflect that modern families come in many forms by including:
- Domestic partners
- Close friends
- Chosen family
- Extended relatives
- Losses such as miscarriage or stillbirth
As one bereavement policy guide emphasizes, recognizing the “complexities of grief” is essential to creating fair and sensitive policies.
Conclusion
HR departments play a pivotal role in shaping how organizations respond to one of life’s most difficult experiences. By implementing these basic elements, HR can create policies that support the needs of a grieving employee with empathy and compassion.