--- title: "Bereavement Policy Essentials: From Loss to Support" description: Discover how to support your team during tough times with a well-crafted bereavement policy, enhancing workplace empathy and employee well-being. image: https://blog.axcethr.com/hubfs/bereavement-policy-_1200-x-628-px_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - 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- - - [whatsapp://send?text=https://blog.axcethr.com/bereavement-policy-essentials-from-loss-to-support](whatsapp://send?text=https://blog.axcethr.com/bereavement-policy-essentials-from-loss-to-support) - [mailto:?subject=Bereavement%20Policy%20Essentials:%20From%20Loss%20to%20Support&body=https://blog.axcethr.com/bereavement-policy-essentials-from-loss-to-support](mailto:?subject=Bereavement%20Policy%20Essentials:%20From%20Loss%20to%20Support&body=https://blog.axcethr.com/bereavement-policy-essentials-from-loss-to-support) ![bereavement-policy (1)](https://blog.axcethr.com/hs-fs/hubfs/bereavement-policy%20(1).webp?width=1200&height=800&name=bereavement-policy%20(1).webp) It’s difficult to watch someone on your small business team grieve a personal loss. It’s also expensive. Recent [data](https://www.chicagotribune.com/news/ct-xpm-2003-08-20-0308200089-story.html) from the Grief Recovery Institute Educational Foundation puts a huge annual price tag of $75 billion on the cost of grief in the workplace.  To lessen the impact on a grieving employee and the business, companies should adopt a robust bereavement policy that supports employees through difficult times. Offering resources like paid time off after a loss lifts some weight from the employee’s shoulders and leads to higher satisfaction and retention.  The opposite is also true. The employer-employee relationship could be irreparably damaged if the company doesn’t make some room for employees to deal with loss in their own ways, without workplace eyes upon them. The [National Council for Palliative Care and Dying Matters](https://www.ncpc.org.uk/news/bereaved-people-being-failed-lack-support-workplace/) reports that one in four employees is grieving at any given time, and more than half will consider leaving their jobs if employers don’t provide support after someone they love dies.   Bereavement leave benefits are a tangible way employers can help [comfort mourning employees](https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee) both emotionally and financially. They’re a benevolent response that indicates the company understands employees may need some time off to manage personal feelings after experiencing a loss.   [![how to determine if an employee is burned out](https://no-cache.hubspot.com/cta/default/2652187/ed7d0986-796c-4e71-af31-37467706dfbb.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/ed7d0986-796c-4e71-af31-37467706dfbb) ## What to Include in a Bereavement Policy  Beyond the death of a loved one – the most common grief-invoking life event, which affects an average of 4 million employees in the American workforce every year – companies are increasingly expanding the scope of losses covered by bereavement policies. Trending examples include also offering paid time off after a miscarriage or the death of a pet.  If your company doesn’t have a bereavement policy or hasn’t revisited an existing one in a while, consider including:  - ### Miscarriage benefits It can be devastating to lose a pregnancy, whether it’s a miscarriage, failed in vitro fertilization or some other cause. It’s a devastating loss that many companies now recognize as a disruptive life event that bereavement policies should cover.  - ### Pet bereavement After the loss of a beloved pet, people can experience symptoms akin to those individuals face when they’re grieving the death of a loved one, including sadness, lack of appetite and difficulty sleeping and concentrating. Consider including bereavement benefits for people who lose an animal companion that likely was considered a part of the family.  - ### Major life events  For some people, a divorce, personal property theft or other significant event can be as traumatic as experiencing a close relative’s death. Recognizing the mental health crisis in the United States, consider how your company might incorporate such events in your bereavement policy.  RELATED: [DOL Reminds Employers FMLA Allows Leave for Mental Health Treatment >>](https://blog.axcethr.com/dol-reminds-employers-fmla-allows-leave-for-mental-health-treatment) - ### Defining “loved one” It’s important to describe what qualifies as a “loved one” in your bereavement benefits since the death of a relative is the basis of most policies. Typically, bereavement policies cover “immediate” family – that is, the employee’s parent; spouse; child; sibling; parent-in-law; grandparent; grandchild; stepparent; stepsibling; and domestic partner.   However, some people feel as close to extended family – aunts, uncles, nieces and nephews, for example – and friends as they do to immediate family members. Recognizing the importance of those relationships, it’s not unreasonable to include these “other loved ones” in your bereavement policy.  While they might not be mentioned specifically in your bereavement policy, two other considerations come into play when an employee loses a loved one:  - ### Remote work options Your company may want to offer flexible work arrangements, such as [working remotely](https://blog.axcethr.com/remote-work-best-practices-productivity-mental-health), reduced hours or a different schedule to allow mourning employees additional time and space before a physical return to the workplace. Longer-term telecommuting also may ease an employee’s transition back to a normal, in-office schedule.  - ### Employee assistance Including additional resources through an [employee assistance program (EAP)](https://blog.axcethr.com/eap-the-many-benefits-of-an-employee-assistance-program) supports [employee mental ](https://blog.axcethr.com/employee-mental-health)health and psychological well-being.. Many companies offer mental health services like grief counseling through their EAPs.  **[![How to support your workforce with an Employee Assistance Program](https://no-cache.hubspot.com/cta/default/2652187/interactive-210461738574.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLI2Zi0rPzvDkvrE63UE83xZXVhrBWEDjdUwMiJAwnPyxEOGp%2FUPGFCwrEF7IN1BU9A3mZNZZm38jL%2FU9wNONa31L6bcxZLZpkizhXERpX6%2B7n8Gi4HC12pTQOTUCCMij5pYv%2FTtqV%2FmYy73auc0lk3ZfyVfRLlBQGv1HXYw1Dhpe00CHZ4NQcpBL9XIRuqPx5051aOhrYQoXymDDTUSdkCQ0MXcJg8m4k6zxWYQQ0jKf2Q%2F&webInteractiveContentId=210461738574&portalId=2652187)** ## **The Importance of Bereavement Benefits in the Workplace** While only a handful of states require employers to offer bereavement benefits – these do not include Kansas and Missouri – doing so still makes sense from both a business and a human perspective. No one can be expected to experience a significant loss and continue performing at work as though nothing is different.   A written bereavement policy that clearly explains related benefits makes employees feel supported and prevents unrealistic expectations in an already difficult time. Employees at companies without an official policy, for example, may assume PTO after a disruptive life event is automatic when in fact it’s not.   RELATED: [Processing Final Paychecks for Deceased Employees >>](https://blog.axcethr.com/how-to-process-payroll-for-deceased-employees) ## **Developing Effective Bereavement Policies with Axcet HR Solutions** If you’re unsure how to create or update a bereavement policy that supports grieving employees and serves both their and your company’s best interests, contact the [HR services](https://www.axcethr.com/services/human-resources/) experts at Axcet HR Solutions. We have decades of experience developing bereavement policies and handling other critical HR needs for small business owners who want to cultivate a culture where thriving employees drive the company’s success. [Schedule a consultation](https://www.axcethr.com/schedule-consultation/) today. [![PEO small business employee benefits](https://no-cache.hubspot.com/cta/default/2652187/db22d902-d10d-4bc1-b684-4c8856b86c66.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/db22d902-d10d-4bc1-b684-4c8856b86c66) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services HR Compliance](https://www.axcethr.com/services/human-resources/hr-compliance-specialist/) #### [Boosting Attendance at Work: Innovative Strategies for Employers ![attendance at work](https://blog.axcethr.com/hubfs/attendance-incentives-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/boosting-attendance-at-work-innovative-strategies-for-employers) #### [![social media harassment workplace](https://blog.axcethr.com/hubfs/social-media-harassment-_1200-x-628-px_%20(1).webp) How Employers Can Be Held Liable for Workplace Social Media Harassment](https://blog.axcethr.com/when-employees-harass-coworkers-on-social-media-the-employer-may-be-liable) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2026-08-20T20:46:30.179Z", "datePublished" : "2024-01-30T22:18:43.000Z", "headline" : "Bereavement Policy Essentials: From Loss to Support", "image" : [ "https://blog.axcethr.com/hubfs/bereavement-policy-_1200-x-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/bereavement-policy-essentials-from-loss-to-support", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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It’s also expensive. Recent data from the Grief Recovery Institute Educational Foundation puts a huge annual price tag of $75 billion on the cost of grief in the workplace. To lessen the impact on a grieving employee and the business, companies should adopt a robust bereavement policy that supports employees through difficult times. Offering resources like paid time off after a loss lifts some weight from the employee’s shoulders and leads to higher satisfaction and retention. The opposite is also true. The employer-employee relationship could be irreparably damaged if the company doesn’t make some room for employees to deal with loss in their own ways, without workplace eyes upon them. The National Council for Palliative Care and Dying Matters reports that one in four employees is grieving at any given time, and more than half will consider leaving their jobs if employers don’t provide support after someone they love dies. Bereavement leave benefits are a tangible way employers can help comfort mourning employees both emotionally and financially. They’re a benevolent response that indicates the company understands employees may need some time off to manage personal feelings after experiencing a loss. What to Include in a Bereavement Policy Beyond the death of a loved one – the most common grief-invoking life event, which affects an average of 4 million employees in the American workforce every year – companies are increasingly expanding the scope of losses covered by bereavement policies. Trending examples include also offering paid time off after a miscarriage or the death of a pet. If your company doesn’t have a bereavement policy or hasn’t revisited an existing one in a while, consider including: Miscarriage benefits It can be devastating to lose a pregnancy, whether it’s a miscarriage, failed in vitro fertilization or some other cause. It’s a devastating loss that many companies now recognize as a disruptive life event that bereavement policies should cover. Pet bereavement After the loss of a beloved pet, people can experience symptoms akin to those individuals face when they’re grieving the death of a loved one, including sadness, lack of appetite and difficulty sleeping and concentrating. Consider including bereavement benefits for people who lose an animal companion that likely was considered a part of the family. Major life events For some people, a divorce, personal property theft or other significant event can be as traumatic as experiencing a close relative’s death. Recognizing the mental health crisis in the United States, consider how your company might incorporate such events in your bereavement policy. RELATED: DOL Reminds Employers FMLA Allows Leave for Mental Health Treatment >> Defining “loved one” It’s important to describe what qualifies as a “loved one” in your bereavement benefits since the death of a relative is the basis of most policies. Typically, bereavement policies cover “immediate” family – that is, the employee’s parent; spouse; child; sibling; parent-in-law; grandparent; grandchild; stepparent; stepsibling; and domestic partner. However, some people feel as close to extended family – aunts, uncles, nieces and nephews, for example – and friends as they do to immediate family members. Recognizing the importance of those relationships, it’s not unreasonable to include these “other loved ones” in your bereavement policy. While they might not be mentioned specifically in your bereavement policy, two other considerations come into play when an employee loses a loved one: Remote work options Your company may want to offer flexible work arrangements, such as working remotely, reduced hours or a different schedule to allow mourning employees additional time and space before a physical return to the workplace. Longer-term telecommuting also may ease an employee’s transition back to a normal, in-office schedule. Employee assistance Including additional resources through an employee assistance program (EAP) supports employee mental health and psychological well-being.. Many companies offer mental health services like grief counseling through their EAPs. The Importance of Bereavement Benefits in the Workplace While only a handful of states require employers to offer bereavement benefits – these do not include Kansas and Missouri – doing so still makes sense from both a business and a human perspective. No one can be expected to experience a significant loss and continue performing at work as though nothing is different. A written bereavement policy that clearly explains related benefits makes employees feel supported and prevents unrealistic expectations in an already difficult time. Employees at companies without an official policy, for example, may assume PTO after a disruptive life event is automatic when in fact it’s not. RELATED: Processing Final Paychecks for Deceased Employees >> Developing Effective Bereavement Policies with Axcet HR Solutions If you’re unsure how to create or update a bereavement policy that supports grieving employees and serves both their and your company’s best interests, contact the HR services experts at Axcet HR Solutions. We have decades of experience developing bereavement policies and handling other critical HR needs for small business owners who want to cultivate a culture where thriving employees drive the company’s success. Schedule a consultation today.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2024-01-30", "dateModified" : "2026-08-20", "datePublished" : "2024-01-30", "description" : "It’s difficult to watch someone on your small business team grieve a personal loss. It’s also expensive. Recent data from the Grief Recovery Institute Educational Foundation puts a huge annual price tag of $75 billion on the cost of grief in the workplace. 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