--- title: "Words of Comfort: How to Support a Grieving Employee" description: Everyone will suffer the loss of a loved one; most will be employed at the time. Managers play a vital role in supporting grieving employees - here's how. image: https://blog.axcethr.com/hubfs/How%20to%20Support%20a%20Grieving%20Employee.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/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - 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- - - [whatsapp://send?text=https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee](whatsapp://send?text=https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee) - [mailto:?subject=Words%20of%20Comfort:%20How%20to%20Support%20a%20Grieving%20Employee&body=https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee](mailto:?subject=Words%20of%20Comfort:%20How%20to%20Support%20a%20Grieving%20Employee&body=https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee) ![How to Support a Grieving Employee](https://blog.axcethr.com/hs-fs/hubfs/How%20to%20Support%20a%20Grieving%20Employee.webp?width=840&name=How%20to%20Support%20a%20Grieving%20Employee.webp) Everyone will suffer the loss of a loved one at some point. In fact, the Centers for Disease Control (CDC) [estimates roughly 3 million people die in the U.S. each year](https://www.cdc.gov/mmwr/volumes/73/wr/mm7331a1.htm). If you think about the number of survivors impacted by the death of just one person, it becomes clear millions of people could be grieving at any given time and many of those have jobs. Inevitably, the individual’s pain, denial and anger will spill into the workplace, and possibly even more so today. With many people adhering to social distancing guidelines, it can be more difficult for impacted individuals to lean on their support systems. It will be up to your organization’s leaders to create an environment that supports grieving team members and helps them transition back to their “normal” work life.   ## Grief Affects Workers Differently The grieving process isn’t universal; everyone handles it differently. While five stages have generally been accepted — denial, anger, bargaining, depression, and acceptance — there is no single timetable to guide employers who are trying to support a grieving employee. [Signs an employee is struggling with grief](https://www.psycom.net/grief-in-the-workplace) include (but are not limited to) fatigue, low morale, inability to concentrate, diminished work quality, absenteeism, anger, irritability, symptoms of depression and lack of motivation. These telltale signs of grief may indicate your employee is in need of additional support. [![how to process payroll for deceased employees](https://no-cache.hubspot.com/cta/default/2652187/e3fed0be-4458-448a-881f-b6d65b37ab31.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/e3fed0be-4458-448a-881f-b6d65b37ab31) ## How Employers Can Support Grieving Employees One of the most uncomfortable situations a manager or supervisor finds themselves in is supporting an employee who has just lost a loved one. It often seems nothing that is said or done can help take the pain away. The situation is very delicate for employers and involves balancing compassion and understanding with maintaining workplace productivity. That said, it is important for leaders to know their interactions with grieving employees play a critical role in their healing process, and returning to work and resuming normal routines is a big part of recovery. Here are four ways managers and supervisors can support a grieving employee: ### **Prepare in advance.** Have policies in place for how the leave will be handled in the event an employee loses a close family member or friend. Currently, there are no federal bereavement laws and only one state (Oregon) has laws in place which grant paid or unpaid leave for employees to mourn the loss of a loved one or attend a funeral. That said, employers should have policies in place and know what they would do should an employee suffer a death of a loved one.  When it comes to bereavement leave, time off is generally given for the purpose of making funeral arrangements and/or attending the funeral/memorial services and provides the opportunity for the employee to grieve privately. The amount of time off is often based on the relationship to the deceased — the death of immediate family members generally results in more days off than the death of extended family members. Many organizations offer 3-5 days off and it is typically paid. ### **Communicate immediately.** As soon as an employer hears their employee has suffered a loss, in-person, sincere condolences should be made. The goal of communication should be to let the employee know they are supported, not how the loss will affect the organization’s goals or the team’s performance. At this time the employee can be reminded of the organization’s bereavement policy. If arrangements need to be made to cover the workload while the employee is out of the office, management should take those steps absent of coordinating every step and assignment with the grieving employee. Remember, a loss can be highly personal and while some people within the organization will need to know, the employee’s privacy should also be respected. Therefore, when it comes to communicating with the team, the bereaved employee should always be asked what amount of information they are comfortable with others knowing. In some cases, they are an open book, in others, they won’t want anyone to know. Both are okay and it is your job, as a manager, to respect their wishes. ### **Know that productivity may be lower for a while and that is okay.** It is important to continue to support the bereaved employee when they return back to the workplace. Oftentimes, those first few days back in the office are the hardest. While employers should expect productivity, they should also understand it may not be where it was before the loss. Providing flexibility in workloads or due dates is best practice, along with granting remote work days. ### **Watch for warning signs.** Poor grooming habits, social withdrawal and substance abuse may indicate the employee is suffering from prolonged grief or experiencing [employee mental health concerns](https://blog.axcethr.com/employee-mental-health). As an employer, you are in the position to observe changes in the grieving employee’s behavior and recommend support through an Employee Assistance Program (EAP). EAPs help employees with a variety of issues including mental health services. **[![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=AVxigLJ8TbFFzbpQ%2FLUbml7KqKpOZTWchKCX0Fi15Zu1TtZwtofqYSqpBk4yOu18yeAYzE55LK50wfktin5j6ma52SAY5lwVuIWmqeSXHto29LSxd86P4u3RUJIyAXwevoBuRz4FjI1mM1UBFnYBxziRtwsPHmwPzrrLBz9JKbTGbTpCI5Cm6DrJz549Ly3iqmutoHgC9tNy7MGiFbkJ81kUPrPFEnOYtOL2NlE6h6%2BgSzlFow5b&webInteractiveContentId=210461738574&portalId=2652187)** ## **Compassion Matters in the Workplace** Supporting a grieving employee with empathy and care strengthens trust, loyalty, and emotional well-being. Even simple gestures and understanding policies can make a profound difference during a difficult time. As a leader, your thoughtful response not only helps the individual heal but also reinforces a compassionate workplace culture. 💙 [Learn how Axcet’s Employee Relations Services](https://www.axcethr.com/services/human-resources/employee-relations-consultant/) can guide you in navigating sensitive employee situations with professionalism and heart. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da) [![Lacey Conner, SHRM-CP](https://blog.axcethr.com/hs-fs/hubfs/Lacey%203.jpg?width=80&height=80&name=Lacey%203.jpg)](https://blog.axcethr.com/author/lacey-conner) Written by #### [Lacey Conner, SHRM-CP](https://blog.axcethr.com/author/lacey-conner) Lacey serves as a Human Resources Consultant for Axcet. Her passion is assisting her clients in creating safe, compliant, and effective work environments for their employees. Prior to joining the Axcet team, she provided HR services within the banking and mortgage industries. Lacey holds a Bachelor's degree in Business Administration from Kansas State University and is SHRM-CP certified. Read more [View all posts →](https://blog.axcethr.com/author/lacey-conner) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Back to Work: When Employees Refuse to Come Back ![Back to Work: When Employees Refuse to Come Back](https://blog.axcethr.com/hubfs/When%20Employees%20Refuse%20to%20Come%20Back.webp)](https://blog.axcethr.com/back-to-work-when-employees-refuse-to-come-back) #### [![7 Tips for Hiring During (and After) COVID-19](https://blog.axcethr.com/hubfs/Hiring%20During%20and%20After%20a%20Pandemic.webp) 7 Tips for Hiring During (and After) COVID-19](https://blog.axcethr.com/7-tips-for-hiring-during-and-after-covid-19) ## 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" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateModified" : "2026-08-20T20:47:41.821Z", "datePublished" : "2020-07-13T14:30:00.000Z", "headline" : "Words of Comfort: How to Support a Grieving Employee", "image" : [ "https://blog.axcethr.com/hubfs/How%20to%20Support%20a%20Grieving%20Employee.webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/words-of-comfort-how-to-support-a-grieving-employee", "@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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In fact, the Centers for Disease Control (CDC) estimates roughly 3 million people die in the U.S. each year. If you think about the number of survivors impacted by the death of just one person, it becomes clear millions of people could be grieving at any given time and many of those have jobs. Inevitably, the individual’s pain, denial and anger will spill into the workplace, and possibly even more so today. With many people adhering to social distancing guidelines, it can be more difficult for impacted individuals to lean on their support systems. It will be up to your organization’s leaders to create an environment that supports grieving team members and helps them transition back to their “normal” work life. Grief Affects Workers Differently The grieving process isn’t universal; everyone handles it differently. While five stages have generally been accepted — denial, anger, bargaining, depression, and acceptance — there is no single timetable to guide employers who are trying to support a grieving employee. Signs an employee is struggling with grief include (but are not limited to) fatigue, low morale, inability to concentrate, diminished work quality, absenteeism, anger, irritability, symptoms of depression and lack of motivation. These telltale signs of grief may indicate your employee is in need of additional support. How Employers Can Support Grieving Employees One of the most uncomfortable situations a manager or supervisor finds themselves in is supporting an employee who has just lost a loved one. It often seems nothing that is said or done can help take the pain away. The situation is very delicate for employers and involves balancing compassion and understanding with maintaining workplace productivity. That said, it is important for leaders to know their interactions with grieving employees play a critical role in their healing process, and returning to work and resuming normal routines is a big part of recovery. Here are four ways managers and supervisors can support a grieving employee: Prepare in advance. Have policies in place for how the leave will be handled in the event an employee loses a close family member or friend. Currently, there are no federal bereavement laws and only one state (Oregon) has laws in place which grant paid or unpaid leave for employees to mourn the loss of a loved one or attend a funeral. That said, employers should have policies in place and know what they would do should an employee suffer a death of a loved one. When it comes to bereavement leave, time off is generally given for the purpose of making funeral arrangements and/or attending the funeral/memorial services and provides the opportunity for the employee to grieve privately. The amount of time off is often based on the relationship to the deceased — the death of immediate family members generally results in more days off than the death of extended family members. Many organizations offer 3-5 days off and it is typically paid. Communicate immediately. As soon as an employer hears their employee has suffered a loss, in-person, sincere condolences should be made. The goal of communication should be to let the employee know they are supported, not how the loss will affect the organization’s goals or the team’s performance. At this time the employee can be reminded of the organization’s bereavement policy. If arrangements need to be made to cover the workload while the employee is out of the office, management should take those steps absent of coordinating every step and assignment with the grieving employee. Remember, a loss can be highly personal and while some people within the organization will need to know, the employee’s privacy should also be respected. Therefore, when it comes to communicating with the team, the bereaved employee should always be asked what amount of information they are comfortable with others knowing. In some cases, they are an open book, in others, they won’t want anyone to know. Both are okay and it is your job, as a manager, to respect their wishes. Know that productivity may be lower for a while and that is okay. It is important to continue to support the bereaved employee when they return back to the workplace. Oftentimes, those first few days back in the office are the hardest. While employers should expect productivity, they should also understand it may not be where it was before the loss. Providing flexibility in workloads or due dates is best practice, along with granting remote work days. Watch for warning signs. Poor grooming habits, social withdrawal and substance abuse may indicate the employee is suffering from prolonged grief or experiencing employee mental health concerns. As an employer, you are in the position to observe changes in the grieving employee’s behavior and recommend support through an Employee Assistance Program (EAP). EAPs help employees with a variety of issues including mental health services. Compassion Matters in the Workplace Supporting a grieving employee with empathy and care strengthens trust, loyalty, and emotional well-being. Even simple gestures and understanding policies can make a profound difference during a difficult time. As a leader, your thoughtful response not only helps the individual heal but also reinforces a compassionate workplace culture. 💙 Learn how Axcet’s Employee Relations Services can guide you in navigating sensitive employee situations with professionalism and heart.", "author" : { "@id" : "https://blog.axcethr.com/author/lacey-conner#author", "@type" : "Person", "name" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateCreated" : "2020-07-13", "dateModified" : "2026-08-20", "datePublished" : "2020-07-13", "description" : "Everyone will suffer the loss of a loved one at some point. In fact, the Centers for Disease Control (CDC) estimates roughly 3 million people die in the U.S. each year. 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