March

Home » Bereavement and Coping with Loss (March 2026 Health Calendar)

Grief in the Workplace: Why Compassion Transform Recovery (and Retention)

When grief touches an employee, organisations risk more than emotional harm, they risk disengagement, reduced productivity, and even resignation.

The CIPD reports that 21 % of employees who have experienced pregnancy or baby loss received no support from their employer, while 24 % considered leaving their job as a result of how their workplace responded. When support was provided, however, its impact was profound: 60 % cited improved mental wellbeing, and 55 % regained confidence in their ability to perform CIPD.

Child Bereavement UK shows the wider reach of grief: at any given time, one in ten employees is experiencing bereavement. Of those, one third felt they received no compassion at work, 40 % felt isolated, and 44 % took more sick leave, while 56 % would consider leaving their job if support wasn’t forthcoming Child Bereavement UK.

There is a powerful business case for empathy, not only does it protect employees from falling through gaps, but it also supports engagement, loyalty, and retention. A workplace that values emotional safety invests in its own long‑term resilience.

Financial and Organisational Costs of Neglecting Grief

Grief at work has tangible consequences beyond emotional strain:

Add to Calendar

What Sustainable Support Looks Like:

Extend Compassionate Leave

Standard leave often falls far short. Bereaved individuals may take weeks or even months to regain emotional stability. Organisations should offer flexible and extended leave, recognising the unique nature of grief Employee Benefits.

Introduce and Communicate Clear Policies

Only a third of companies have any bereavement policy, and many employees do not know of its existence. Employers should:

Train Managers and HR Teams

Managers often feel ill-equipped. Training can help build their confidence and sensitivity, enabling better support for grieving employees.

  • A psychoanalyst interviewed by the Financial Times emphasised how grief “runs counter to the forward‑thinking, productivity‑centric ethos of corporate culture”, calling for rituals, time, and emotional spaces to support staff Financial Times.

Offer Flexible Arrangements

Grief disrupts focus and performance. Employers can:

Create Emotional Safety Nets

  • Assign a compassionate point of contact (like a trained HR representative).
  • Encourage heartfelt check‑ins.
  • Make counselling and Employee Assistance Programmes (EAPs) readily available HR MagazineChild Bereavement UK.

Grief is Not Just About Death

Grief includes loss beyond death. As noted by experts:

“Grieving is not just limited to bereavement, it also includes divorce, separation, redundancy, job loss, a significant health diagnosis, the death of a pet, and family difficulties.”
— A grief recovery educator emphasises the range of losses that affect wellbeing HR Magazine.

A Compassionate Workplace has a Competitive Advantage

Employers who invest in emotional welfare reap dividends:

  • Improved retention,
  • Increased loyalty and morale,
  • Long‑term productivity gains,
  • Enhanced reputation and trust.

Small acts of compassion, like giving space, listening without judgment, and acknowledging loss, help employees heal and feel seen.

Add to Calendar