As National Bereavement Awareness Week approaches, Faith Holloway, Compassionate Employer Program Manager at Hospice UK, looks at the steps employers can take that can truly make a difference to grieving employees.

This year, National Bereavement Awareness Week takes place from December 2 to 8. Now is the perfect time for employers to do more than just acknowledge their grief—they can take meaningful steps to support their grieving team members throughout the year.

Unresolved grief doesn’t just affect individuals; This spills over into the workplace, impacting productivity, increasing absences and leading to higher turnover. Research from Hospice UK shows that 77% of employees aged 18 to 34 would consider leaving their job if they did not feel supported after a disaster.

Despite the universal nature of grief, many employees feel pressured to return to work before they are ready, often without adequate support. And with only 17% of managers feeling very confident in supporting their grieving colleagues, there is a clear gap in our approach.

This week, I encourage employers to focus on three key areas to bridge the gap and strengthen their approach to grief support throughout the year:

Policy

Many organizations fail to implement their bereavement leave policies, and this is a missed opportunity to show what your brand and values ​​stand for.

Only a third of companies have a bereavement policy, so even having one helps you stand out. Going above and beyond your policy expectations can really make a difference.

Here are some notable practices from our compassionate employer members:

• pre-bereavement leave for those caring for or saying goodbye to a dying loved one.
  offer all employees a minimum of 10 days of paid leave, so that everyone is treated fairly. This avoids the “manager lottery,” where some employees get more time off simply because their manager is more compassionate.
• Employees can take their leave when it suits them best, with the option to spread it out over a year or use it in hours instead of whole days. This flexibility is particularly useful for managing “grief administrators” initially or for thinking about birthdays and special dates in the future.
• additional leave for specific situations, such as traveling abroad, observing religious practices or for employees who are more difficult to grieve.
• a day of paid leave for the bereavement of a pet.
• use general terms like “significant other” or “loved one” instead of outdated family restrictions. It’s much more inclusive, allowing employees to avoid justifying the importance of their relationships.
• a clear list of workplace adjustments that allows employees to seek the support they need upon their return.
• involve colleagues passionate about bereavement support in the final review to further improve the policy to achieve the greatest impact.

Next steps Review your leave policies against best practices and remove any outdated or unnecessary restrictions.

Know what to say (and what to avoid saying)

Without proper guidance, communication about grief can easily go wrong.

Managers and teammates often don’t know what to say to a grieving colleague. They may struggle to know how to check in or find themselves staring blankly at a sympathy card, unsure of what to write.

I have heard of several cases where personal data is shared without the consent of the bereaved person, often due to a lack of communication or inability to check in with the bereaved person first, resulting in is easily preventable and can unfortunately erode trust in a team.

Many ask themselves, “What should I say to someone who has lost a loved one?” » It’s important to keep in mind here that the goal is not to cheer them up or give them advice, but to acknowledge their grief. The first thing grieving people need from their colleagues is validation and reassurance that their feelings are normal.

Instead of using clichés or glimmers of hope, try simple sentences like “I’m so sorry this happened to you,” “it’s not fair,” or “it’s okay to feel angry.” or numb.” These words validate their emotions and show them that they are not alone.

Next steps Organizations should train managers on how to respond appropriately to grief and ensure that clear and respectful communication is consistent among all managers. This includes checking in with bereaved people about what they are comfortable sharing before they go on leave and how they would like colleagues to approach them when they return to work.

Benevolent reintegration into work

It’s a common misconception that once an employee returns, they automatically return to normal. Work demands and deadlines can quickly pile up, leaving the grieving employee quickly feeling overwhelmed. Without a thoughtful return to work plan, any progress initially made to support grieving employees can unravel.

Here are some other best practices to ensure a smoother transition:

• starting again on a Wednesday can make adaptation easier, allowing for a more gradual reintegration into the workplace.
• Greet them with a coffee outside or host a virtual chat before meetings to reduce any apprehension.
• keep their first day light and leave room in your own calendar in case they need you.
• open the dialogue about workplace adjustments that might help them reintegrate and give examples of what you can offer, such as temporary remote work or more frequent breaks.
• make sure they have access to a private, quiet space for times when they need a break or to answer calls.
• Before they return, openly address any concerns or potential discomfort with your teammates, provide examples of what to say, and make it clear how the colleague wants to be addressed.
• understand that grief can resurface in unpredictable ways, so patience and flexibility are essential.
• regularly use phrases like “you’re doing great” or “it’s okay to not be at full capacity.” These small reassurances can help ease guilt and stress.

Next steps Organizations should review their current return to work guidelines for employees and managers. If they do not have a guide, they should create one that outlines best practices for ensuring adequate support, recognizing that returning to work is often just the beginning of a long grieving journey.

By improving support in these three key areas, employers can demonstrate a real commitment to supporting employees during National Bereavement Awareness Week.

It’s not just about temporarily raising awareness; it’s about taking meaningful steps that help grieving employees feel valued and cared for.

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