More than just Bereavement Leave: why workplaces need to rethink grief support

When someone in your team experiences a loss, the first instinct is often to do something.

Flowers are sent.

Cards are signed.

A few days of bereavement leave are granted.

And then, life at work goes on.

But for the person grieving, it doesn’t.

Grief doesn’t stay home when someone logs on.

It doesn’t vanish after a few days of leave.

And it rarely shows up in ways that fit neatly within workplace policies.

The limits of bereavement leave

Most workplaces mean well. Bereavement leave exists because organisations want to show compassion.

But grief is unpredictable.

The hardest moments rarely happen in the first week.

They come months later - on anniversaries, birthdays, or a random afternoon when something triggers a memory.

A few days of leave might help someone get through the logistics of a funeral, but the emotional, physical, and mental exhaustion lasts far longer.

When employees return too soon, it’s often out of guilt, financial pressure, or fear of falling behind.

What they actually need is time, and a workplace that recognises grief as part of being human, not a disruption to productivity.

What real support looks like

Redefining grief support at work doesn’t mean rewriting policies from scratch.

It starts with empathy, communication, and flexibility.

Here are three simple shifts that can make a big difference:

1. Replace timelines with touchpoints.

Grief doesn’t follow a schedule. Instead of setting a fixed “return to work” date, check in regularly. Ask, “How are you feeling about coming back?” rather than assuming readiness.

2. Empower managers to lead with compassion.

Most leaders want to help but don’t know how. Give them the tools, language, and permission to have human conversations. A simple, “What would feel most supportive for you right now?” can mean more than you realise.

3. Normalise ongoing support.

Put anniversaries in your calendar. Offer flexibility for significant dates. Encourage openness — not to single someone out, but to remind them they’re seen.

Why it matters

We spend so much of our lives at work, often more waking hours with colleagues than with family.

So when loss happens, work naturally becomes part of the healing ecosystem.

Supporting grief is an investment in trust, retention, and wellbeing.

When people feel safe to bring their whole selves to work — even in grief — they’re far more likely to stay, engage, and thrive.

A final thought

Grief will touch every workplace eventually.

It’s not a sign of weakness or disruption, it’s part of being human.

It’s time to move beyond policies that tick boxes and towards cultures that hold people.