Grief is a universal human experience, yet it remains one of the most overlooked aspects of employee well-being in the workplace.
With nearly one in 12 Canadian employees experiencing the death of a loved one annually, this gap in support leaves many navigating profound personal loss without adequate workplace accommodation. For business leaders, this is a pressing issue that warrants attention — not only for the sake of compassion, but also to maintain a productive, engaged workforce.
Bereavement is often overlooked because society generally avoids discussing grief. This discomfort spills into workplaces, leaving many leaders feeling ill-equipped to address it. For some, the lack of personal experience or training adds to this challenge. Others fear the financial implications of enhanced policies, though the costs of inaction — lost productivity and disengaged employees — can be far greater.
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Grieving employees who feel unsupported are less likely to perform at their best and may struggle to meet work responsibilities. Isolation is a common experience for those in grief and a lack of understanding in the workplace can make it worse, negatively impacting morale and productivity.
Rigid bereavement policies force employees to make difficult choices. Traditional policies often offer only a few days of leave, leaving little room for individual grieving processes. As a result, employees may resort to using sick leave or unpaid time off. Yet grief is not an illness, it’s a natural response to the death of someone significant in your life. Labelling it as an illness can undermine an employee’s dignity and add unnecessary pressure.
What’s a better bereavement policy?
An effective bereavement policy must be flexible and inclusive, recognizing that grief is deeply personal. At Roger Neilson Children’s Hospice, we’ve adopted an open-ended approach that allows employees to address grief on their own terms. For example, someone whose mother died in September might need time off immediately, but also on significant dates like Mother’s Day. This flexibility acknowledges that grief isn’t linear and provides employees with the support they need when they need it most.
Businesses can support employees by guiding them toward resources and counselling that help them navigate their grief. Roger Neilson Children’s Hospice offers free grief support services for adults who have experienced the death of a child family member, providing a compassionate and accessible option for those in need. We also provide free specialized training and support for people who work with children, such as educators, counsellors, caregivers and more.
Supporting grieving employees is not just a moral imperative, it’s smart business. Employees who feel valued and supported are more engaged and loyal, which enhances workplace morale and reduces turnover. Compassionate workplaces build trust and create environments where employees feel safe bringing their whole selves to work.
Addressing grief head-on also helps avoid absenteeism, burnout and the loss of productivity that often accompanies unsupported grief. By taking proactive steps, businesses show they care about their employees as people, not just workers.
Revisiting bereavement policies may seem daunting, but even small changes such as offering additional leave or grief awareness training can make a significant difference. Business leaders who take these steps demonstrate a commitment to holistic employee well-being that will resonate with current staff, prospective talent and stakeholders.
Grief is an inevitable part of life, but it doesn’t have to derail an employee’s career or workplace morale. Thoughtful bereavement policies and grief support will enable businesses to lead with compassion while building a more resilient workforce.
Megan Wright is the executive director of Roger Neilson Children’s Hospice. She has more than 25 years of health-care leadership experience, mostly within child and family services.
