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Two Together: Save £100!
Save £100 when you purchase two funeral plans together. Call us for more details.
Grief is a profoundly personal journey, yet its impact extends far beyond our private lives—often following us into the workplace. Losing a loved one can be one of life’s most challenging experiences, and navigating the demands of a job while grieving and potentially arranging a funeral can feel daunting and isolating. For employees, the struggle to balance personal loss with professional responsibilities can weigh heavily on their emotional and mental well-being.
If you’re here because bereavement has touched your place of work—whether you’re navigating your own grief or supporting a colleague through theirs—we recognise how challenging and disorientating it can be. This article will explore how workplaces can better support employees through bereavement, from creating thoughtful leave policies to fostering a culture of empathy and understanding.
Workplaces have a unique opportunity to offer compassion and support during periods of mourning. It is where many people in the UK spend most of their week, making it crucial for managers and company leaders to handle this time with care. Though it’s a universal experience, what to do when someone dies is not something we often talk about– therefore, it is not the most intuitive topic to approach when a co-worker is suffering a loss.
By addressing bereavement with sensitivity, employers can help grieving employees feel seen, valued, and cared for. Thoughtful policies, flexible arrangements, and open communication are not just practical measures, they are lifelines for those carrying the weight of loss.
Managers play a vital role in supporting grieving employees, and they set the example for how others should proceed in how to be there for their co-workers. Accommodation in workload and scheduling is key. Adjusting deadlines, redistributing responsibilities, or offering remote work options can provide much-needed breathing space.
For instance, a manager might arrange for a temporary reduction in responsibilities while maintaining regular check-ins to provide emotional support. These actions demonstrate empathy and a pledge to prioritise employee welfare, which can go a long way towards overall employee satisfaction.
Leaders have the responsibility to model sympathetic behaviours and create a tone for their teams. A soft approach, such as personally reaching out to grieving employees, and making sure they know what bereavement support is available to them, reinforces the importance of connection. By fostering an understanding environment, leaders can inspire others to come together as a support system for the grieving co-worker. Actions like granting additional leave days or offering counselling sessions reflect a genuine commitment to employee well-being.
Managers and HR professionals should undergo comprehensive grief support training to improve their ability to handle such situations in the best ways possible. Training can help managers understand the nuances of grief and how to start a conversation about death, equipping them with tools to communicate sensitively and address employees’ needs without overstepping boundaries.
Cruse bereavement support and The Loss Foundation are just two examples of organisations offering bereavement training to employees. This preparation reduces workplace stigma around grief, empowers them to respond to co-workers appropriately, and empowers leaders to provide help and feedback.
A workplace culture that normalises discussions about grief can greatly benefit employees. Organisational initiatives, such as grief counselling or Employee Assistance Programmes (EAPs), provide accessible support options.
Promoting collaborative efforts to approach affected colleagues thoughtfully, such as signing a group card, can make a significant impact. Managers might consider hosting team meetings that allow colleagues to show support or acknowledge a loss collectively.
In the UK, bereavement leave policies vary significantly between statutory entitlements and company-specific provisions. Employees are entitled to compassionate leave for a funeral if it involves the death of a dependant. A dependant can include your: child, spouse, civil partner, or partner. It can also include your parent, someone who lives with you, or someone who relies on you for support, such as an elderly neighbour who is not a relative.
Statutory bereavement leave under the Parental Bereavement (Leave and Pay) Act 2018 entitles eligible employees to two weeks of leave following the loss of a child under 18. There is no legal entitlement for this leave to be paid, but your employer can make arrangements at their discretion. Some employers provide paid bereavement leave as a benefit, but this depends on their policy.
Apart from this, there’s no standard rule for bereavement leave when it comes to other types of loss—it’s up to each employer to set their own policies. How much time off you get usually depends on your company’s guidelines. Some offer extra days for immediate family, while others might be more flexible depending on the situation.
For employees dealing with the unexpected death of a loved one, or coping with the death of a parent, financial worries can add to the stress. That’s why it’s important for employers to be clear about their bereavement pay policies so people know what to expect. If you’re not sure what your employer offers, it’s worth checking your employee contract for the details.
Juggling work while planning a funeral is no easy task, and it’s completely normal to feel overwhelmed. Trying to manage daily responsibilities while also arranging a meaningful service for someone you’ve lost can take a toll, both emotionally and physically.
If you’re in this position, remember it’s okay to ask for help—whether that’s from family, friends, or even your employer. Many workplaces understand the challenges of grief and might be able to offer flexibility, whether it’s compassionate leave, reduced hours, or simply someone to talk to.
Give yourself permission to take things one step at a time. Focus on what’s most urgent first, and don’t be afraid to delegate tasks to others if you can. Working with a trusted funeral provider like Aura can help alleviate some pressure by providing you with reliable, compassionate service when you need it the most. Our dedicated team of funeral arranging experts, the Aura Angels, will be there to guide you through the sometimes tedious aspects of the funeral process, like completing required paperwork and communicating with medical professionals. Above all, try to be kind to yourself—it’s a lot to carry, and no one expects you to do it perfectly.
Whether you need to arrange a funeral right away, or you’re looking to plan ahead for the future, Aura is here to support you. By calling us to arrange a funeral for a loved one who has died, you’ll receive immediate assistance from an Aura Angel who will help you through the process of arranging a direct cremation, either attended or unattended.
If you’re interested in learning about a funeral plan, our brilliant team is waiting on the other line to walk you through your options. When you purchase a prepaid funeral plan, you’re safeguarding your loved ones from the future financial pressures of planning a funeral by locking in today’s prices.
Having a funeral plan in place can also help those left behind by having details sorted out well beforehand, making it easier on them when the time comes.
Regarding bereavement in the workplace, any amount of preplanning can make a difficult time a little easier. Having a funeral plan in place ensures that when the time comes, many of the decisions are already made, reducing stress and allowing them to focus on grieving and supporting loved ones.
If you’d like more information about direct cremation and Aura’s funeral plans, then our downloadable guide can help. Find out why others are choosing this affordable, no-fuss alternative to traditional funerals and why it might be right for you too.
Download our guide by clicking the link below and learn more about this simple funeral plan option.
The emotional toll of bereavement often manifests in the workplace, affecting employees in numerous ways. Grieving employees may experience:
When someone is grieving, it’s common for them to experience “brain fog,” a state of mental cloudiness or confusion that makes it hard to focus or think clearly. This happens because grief is not just emotional—it’s also cognitive. The mind can become preoccupied with feelings of loss, memories, or the practical tasks that come with it, such as figuring out how to pay for funeral expenses or dealing with estate matters. This emotional weight can leave less mental energy for work-related tasks.
Grief can often lead to higher rates of absenteeism as employees take time off to cope with their emotions, handle the practicalities of loss, or manage physical symptoms of stress. This absenteeism isn’t just about missing work, it’s about the complex demands that bereavement places on a person’s time and energy.
While a person is trying to manage how to deal with grief, it can impact how they interact with their colleagues. While some may express their emotions openly through tears or frustration, others may become withdrawn and avoid social interactions altogether. Both responses are normal and reflect the diverse ways people cope with loss.
Awkwardness or discomfort from coworkers when attempting to open up and talk about death and dying. Unexpected emotions or dismissive behaviour may make the grieving individual feel isolated, embarrassed, or unsupported. Conversely, even small moments of empathy and understanding can help create a sense of connection and safety during a challenging time.
Stress related to grief can manifest physically, leading to headaches, fatigue, or other health problems, further affecting performance. This physical strain often compounds the emotional burden, making it even harder for employees to concentrate, maintain energy levels, or meet the demands of their role effectively.
These challenges, if unaddressed, can lead to long-term consequences like burnout or disengagement. For organisations, acknowledging the impact of grief and proactively addressing it is critical to maintaining a healthy and supportive work environment.
When addressing bereavement, empathetic communication is important. Managers should avoid overly formal or dismissive language. Instead, phrases like ‘I’m here to support you in any way I can’ or ‘Take as much time as you need’ can convey genuine care and concern.
It’s also important to respect individual preferences—some employees may want to openly discuss their loss, while others may prefer privacy. Adapting communication styles accordingly ensures employees feel supported without being overwhelmed.
Open dialogue fosters a culture of mutual understanding. Co-workers can reduce feelings of alienation and awkwardness by sharing stories of support, loss or remembering a loved one, creating a sense of solidarity. Managers could facilitate thoughtful discussions, encouraging colleagues to offer assistance in meaningful ways.
For instance, informal check-ins or team huddles can provide a platform for employees to express concerns or show compassion.
Grief is a universal experience, yet it’s often treated as a taboo subject, particularly in professional settings. By creating an environment where grief is acknowledged and talked about, employers can help create a workplace environment that is both empathetic and productive.
Grief should be seen as a natural part of the human experience rather than a taboo topic. Companies can revise policies to reflect this understanding. For example, formalising bereavement leave policies ensures consistent support for all employees, and provides comfort for those needing to know their options.
By checking in regularly with grieving employees beyond the initial loss period, leaders and managers can gauge their employees’ emotional welfare over time.
Companies might consider providing flexibility for employees dealing with anniversaries, milestones, or prolonged grief.
Managers can watch out for signs of ongoing distress, such as reduced productivity, sudden drops in performance, excessive absenteeism, or signs of emotional distress like irritability or tearfulness, and offer help proactively.
Regular check-ins, offering a safe space for conversations, and being mindful of workload adjustments can help identify and address concerns early. Additionally, managers should remain empathetic and encourage the use of workplace support resources, such as counselling services, if needed.
We hope this article on workplace bereavement has provided valuable insights to help you handle the often challenging circumstances surrounding grief in a professional setting.
If the idea of arranging a funeral or planning one in advance feels intimidating, our sympathetic team here at Aura is always available to help support you. We are committed to serving families with straightforward, affordable direct cremations and prepaid funeral plans.
Whether you need to arrange a no-fuss funeral for a loved one or are considering a funeral plan for yourself, we’re here to assist you every step of the way.
