Supporting employees through grief: A practical guide for employers

Supporting employees through grief: A practical guide for employers

At some point, every workplace will face the reality of an employee experiencing the loss of a loved one. How an organisation responds can have a lasting impact on that employee’s wellbeing, engagement, and loyalty.

When an employee notifies you of a bereavement

The first conversation matters. Whether it’s a phone call or email, your response sets the tone for how supported the employee feels during a vulnerable time.

What to do:

• Express genuine condolences.
• Avoid discussing work unless the employee initiates it.
• Reassure them that their wellbeing comes first.
• Offer to manage any urgent tasks or communications.
• Ask how they’d like their absence communicated to others.
• Let them know when and how you’ll check in again.

This is not the time for logistics or planning - it’s a moment to be human, present, and supportive.

Legal entitlements under the NES

Under the National Employment Standards (NES), all employees, including casuals - are entitled to 2 days of compassionate leave per occasion. This applies when an employee’s immediate family or household member:

• Passes away
• Has a life-threatening illness or injury
• Experiences a stillbirth
• Experiences a miscarriage (for the employee or their partner)

Leave can be taken as:

• A continuous 2-day period
• Two separate days
• Another arrangement agreed upon with the employer

Full-time and part-time employees receive paid leave; casuals are entitled to unpaid leave.

Every situation is different

Grief doesn’t follow a script. Some employees may want to return to work quickly; others may need extended time away. The nature of the loss, especially in cases like the death of a child, may require additional support beyond legal entitlements.

Operational considerations

While supporting the employee emotionally, you’ll also need to manage practical matters.

After the initial call:

• Set up an out-of-office message (where appropriate).
• Communicate their absence to relevant stakeholders/customers.
• Reassign urgent tasks fairly - avoid overburdening others.
• Consider short-term staffing solutions if needed.

In the first few days:

• Send a thoughtful gesture (e.g. flowers or a care package).
• Offer flexibility for funeral attendance.
• Reiterate access to support services like EAPs, Griefline, Beyond Blue, or Lifeline.
• Maintain respectful check-ins based on the employee’s preferences.

Understanding grief in the workplace

Grief doesn’t stay at the door. It can affect concentration, energy, mood, and performance. One helpful framework is the Kübler-Ross Grief Cycle, which outlines seven stages: shock, denial, anger, bargaining, depression, testing, and acceptance. Employees may move through these stages in a non-linear way - or can become ‘stuck’ in a particular stage.

Common signs of grief:

• Fatigue or low energy
• Difficulty concentrating
• Tearfulness or emotional withdrawal
• Irritability or short temper
• Reduced confidence or self-esteem

Recognising these signs helps you respond with empathy rather than frustration.

Supporting the return to work

There’s no universal timeline for returning to work. The decision should be made collaboratively, with sensitivity to the employee’s circumstances.

Consider:

• The nature of the loss (e.g. sudden, traumatic)
• The employee’s relationship to the deceased
• Their coping style and preferences

Some may find comfort in routine; others may need more time. Be flexible and open to adjusting duties or hours temporarily.

Practical strategies for leaders

Empathy First

• Acknowledge the employee’s loss.
• Listen more than you speak.

Flexibility

• Offer remote work or reduced hours where possible.
• Create a transition plan for returning to full duties.

Workload management

• Reassign tasks thoughtfully.
• Avoid removing key responsibilities without consultation.

Communication

• Respect the employee’s privacy.
• Update voicemail and email as needed.
• Inform the team with sensitivity.

Leave Entitlements

• Confirm compassionate leave and explore other options (e.g. annual leave, long service leave, leave without pay).
• Consider allowing leave in advance if appropriate.

Check-ins

• Agree on how and when to check in.
• Continue support after the employee returns.
• Share resources and support services.

Managing performance through grief

Grief can impact performance, especially in emotionally demanding roles. Avoid rushing into performance reviews. Instead:

• Adjust duties temporarily.
• Offer retraining if needed.
• Focus on support and solutions.

Most employees will regain their footing with time and support.

Key takeaway: leading in a way that matters

Grief is part of life - and therefore part of work. By responding with empathy, flexibility, and practical support, employers can foster a culture of care and resilience.