Experiencing the loss of a loved one is one of life’s most challenging moments, and when it affects someone in your team, the impact can be profound. As an employer, your response can make a significant difference – not only to the employee’s wellbeing but also to the culture and trust within your organisation.
In the UK, employers have both a legal duty and a moral responsibility to support bereaved employees. But many managers still feel unsure about what to say, what to offer, or how best to help.
This guide outlines practical steps to support employees through bereavement with empathy, clarity, and care.
1. Understand the Legal Framework
While there is no specific statutory “bereavement leave” for all situations, UK employers must be aware of key legal entitlements:
Statutory Parental Bereavement Leave
Employees who lose a child under 18 (or suffer a stillbirth after 24 weeks) are entitled to:
· 2 weeks’ statutory parental bereavement leave
· Statutory pay if they meet eligibility criteria
Time off for dependants
Employees are entitled to reasonable time off to deal with emergencies involving dependants, including arranging or attending a funeral. While this leave is usually unpaid, many organisations choose to offer paid compassionate leave as part of their benefits package.
2. Respond with sensitivity and compassion
Managers often worry about “saying the wrong thing,” but silence can feel like a lack of care. A simple, genuine acknowledgement of the loss is always better than avoiding the subject. Consider reaching out privately with a message or call; offering condolences without prying; asking what the employee feels comfortable sharing.
Remember: everyone grieves differently, and stereotypes or assumptions should be avoided.
3. Be clear about leave options
At a time when an employee feels overwhelmed, clarity is essential.
Provide clear information about:
· Compassionate/bereavement leave allowances
· Any flexible leave options (e.g., annual leave, unpaid leave)
· Hybrid or remote working arrangements
· Phased return-to-work options
The goal is to remove unnecessary stress so they can focus on themselves and their families.
4. Maintain open, supportive communication
Find out the employee’s preferred method and frequency of communication. Some may want no contact until they return; others may appreciate occasional check-ins.
When they are ready to talk:
· Ask what support they need
· Avoid pressuring them to return too soon
· Be flexible about their evolving needs
· Make sure any updates about their absence or adjusted duties are handled confidentially and respectfully.
5. Support their return to work
Returning to work after a bereavement can be emotionally and mentally challenging. Employers should consider:
· A phased or flexible return
· Allowing someone to gradually build back up to full duties can ease the transition.
· Temporary workload adjustments - grief impacts concentration, motivation, and cognitive processing, reduced or prioritised workloads can help them manage.
· A supportive environment
Brief managers and relevant colleagues (with the employee’s consent) so that the individual isn’t put in awkward or distressing situations.
6. Equip managers with training
Line managers play a crucial role, but many lack guidance on handling bereavement sensitively. Providing training can help managers:
· Understand the stages and varied experiences of grief
· Communicate with empathy
· Apply policies fairly and consistently
· Spot signs that an employee may be struggling
7. Signpost to additional support
Employers don’t need to be counsellors, but they can help employees access the right resources.
Consider signposting to:
· Your Employee Assistance Programme (EAP)
· Bereavement charities such as Cruse Bereavement Support
· Mental health first aiders or wellbeing champions
· GP or occupational health services.
8. Foster a compassionate company culture
How your organisation responds to bereavement shapes broader attitudes to wellbeing and trust. Create a culture where:
· People feel able to discuss difficult life events
· Compassion is seen as part of leadership
· Mental health and emotional wellbeing are priorities
· Policies support flexibility and humanity.
This isn’t just good ethics, it's good business. Employees who feel valued and supported are more engaged, loyal, and productive in the long term.
With the right approach, you can help your people navigate one of life’s hardest moments while reinforcing a compassionate and strong organisational culture.
If you’d like help developing bereavement policies, training managers, or strengthening your wellbeing strategy, we’re here to support you.
