Grief is a universal human experience, yet many workplaces remain ill-equipped to support employees navigating loss. Whether stemming from the death of a loved one, a traumatic event, or personal hardship, grief can profoundly impact an individual’s mental health, productivity, and ability to function at work. As the conversation around workplace mental health evolves, experts and business leaders emphasize the need for better tools, support systems, and resources to help employees through difficult times.
“Here’s the truth: if people are given tools, support, and resources to work through their loss, process it in a therapeutic way, and even use it as a catalyst for personal growth, then they can emerge as dynamite new stars in the workforce,” says Melissa Saleh, lawyer, former journalist and serial entrepreneur. “The ability to be resilient after trauma and loss is one of the greatest indicators of grit, which is one of the greatest indicators of high performance among individuals.”
Saleh’s perspective is informed by her personal experience with grief. “After losing my daughter at birth, I endured months of trauma therapy and grief counseling. It was the hardest period of my life, but it transformed me,” she shares. “I took risks, made bold decisions, and overcame doubts that once held me back.”
Despite the transformative potential of addressing grief, many businesses fail to offer adequate support. According to Saleh, “The modern workforce is woefully unprepared for traumatic losses in the lives of workers, despite the fact that such losses are inevitable at some point in most of our lives.”
For women, the challenges of navigating grief can be particularly fraught. Saleh highlights the increasing rates of miscarriage and stillbirth since 2021, a trend that has created unique challenges for those trying to balance their careers with family life. “For women starting families, rising rates of miscarriage and stillbirth create a no-win scenario: disclose the loss and risk career setbacks, or stay silent and endure alone,” she explains.
Building a Culture of Support
To address these gaps, companies need to go beyond traditional bereavement leave policies. While offering time off is a good starting point, true support requires a cultural shift that prioritizes empathy, flexibility, and resources tailored to employees’ needs.
1. Establish Grief-Sensitive Policies
Workplace policies should account for the different ways grief manifests and how long it can take to process. Offering flexible leave options, including extended or intermittent time off, can help employees cope without fear of losing their job or income.
2. Provide Access to Counseling and Therapy
Many businesses now offer employee assistance programs (EAPs) that include free or subsidized mental health services. Ensuring these programs are well-publicized and easily accessible is key to encouraging employees to seek help. Some companies also partner with grief-specific organizations to provide targeted support.
3. Foster a Culture of Empathy
Managers and leaders play a crucial role in setting the tone for how grief is handled in the workplace. Training managers to respond with compassion and understanding when employees disclose personal losses can make a significant difference.
4. Offer Personalized Support
Not all employees experience grief in the same way. Providing options like peer support groups, mentoring, or even professional development opportunities can help individuals channel their emotions into meaningful growth.
Turning Grief into Growth
Grief is not an obstacle but a potential catalyst for resilience and personal development. By supporting employees through their most challenging times, companies can foster a more resilient, loyal, and high-performing workforce.
The benefits of this approach extend beyond the individual. Organizations that invest in employee well-being often see improved morale, increased retention, and a stronger sense of community within their teams.
The inevitability of loss means that companies cannot afford to remain unprepared. As Saleh notes, “The ability to be resilient after trauma and loss is one of the greatest indicators of grit.” By equipping employees with the tools to navigate their grief, businesses can not only support their teams but also unlock untapped potential.
Creating a workplace culture that embraces grief as part of the human experience may be one of the most meaningful investments a company can make—for its employees and its bottom line.