Grief in the Workplace:
Supporting People Beyond the Funeral

When Ken’s four-year battle with cancer reached its final chapter, his wife Connie took a month of vacation and then an additional five weeks of unpaid leave to be with him in the hospital. Ken passed away on March 17.

At her employer’s request, Connie returned to work just under two weeks later, on March 30. With a strong sense of duty and a “soldier on” attitude, she did what many grieving employees do—she buried her feelings and appeared composed. To her colleagues and customers, she seemed resilient. Inside, she was anything but.

Five months later, the emotions she had suppressed came rushing to the surface. Connie found herself overwhelmed by waves of sorrow, confusion, and exhaustion. She broke down unexpectedly, unable to manage basic interactions with customers without tears. Her sudden emotional collapse left those around her puzzled—especially since, on the surface, she had been “doing fine” for months.

This is what grief can look like in the workplace—delayed, unpredictable, and misunderstood. While the funeral may be over, the personal fallout from loss continues. For many, the most difficult moments come long after the casseroles stop arriving and the condolences taper off.

The physical and emotional toll of grief often disrupts a person’s focus, memory, motivation, and productivity. When someone close to us dies—or when we experience other significant losses such as divorce, job displacement, injury, or forced relocation—it can affect our performance and well-being in profound ways. And yet, the workplace often expects us to separate personal loss from professional responsibilities.

Many workplaces acknowledge the death of a loved one with a few days of bereavement leave, usually three. There is often a “hierarchy of loss,” with more time allotted for a spouse, child, or parent, and less for extended relatives or friends. Flowers may be sent, a card signed, and then—just as quickly—support fades.

This timeline rarely aligns with the emotional reality of grief. People are often in shock immediately following a death. The deeper, more disruptive emotional reactions tend to surface weeks or even months later, catching both the grieving person and their employer off guard.

Without proper understanding, these responses may be misinterpreted as unprofessional behavior or personal weakness, when in fact they are normal and necessary aspects of healing.

Grieving employees may struggle with:

• Difficulty concentrating

• Poor decision-making

• Increased absenteeism

• Apathy or withdrawal

• Emotional volatility

• Higher incidence of accidents or errors

• Greater use of sick leave, medication, or substances

These challenges are not signs of personal failure—they are the human cost of enduring a significant loss without adequate time or support to process it.

Organizations are increasingly turning to Employee Assistance Programs (EAPs) to help staff manage personal challenges, including grief. However, smaller companies may lack formal resources. That doesn’t mean support is out of reach.

Local funeral homes and grief centers often offer free or low-cost support groups. Managers and HR professionals can also take practical steps to build a more compassionate work environment:

• Host lunchtime seminars on grief and wellness.

• Partner with community grief support programs.

• Provide lists of local counseling resources.

• Offer optional workshops on managing loss in the workplace.

Understanding that grief is a process—not a three-day event—can lead to more thoughtful workplace policies and deeper loyalty from employees who feel seen and supported.

With time, Connie began attending a grief support group and pursued counseling. It was not an easy road. But gradually, with encouragement and the space to express her pain, she was able to return to work fully.

As Connie later shared, “I had to take time to be a mess.” Her company’s willingness to support her through that struggle sent a powerful message: she mattered—as a person, not just an employee.