Supporting Employees After Bereavement Leave

November 21, 2025

Coming back to work after losing someone you love can feel impossible. The routines that once felt normal now feel strange. Yet, the workplace can also be a place of healing—a space to reconnect, find purpose, and rebuild structure amid the challenges of grief. How you support someone returning from bereavement leave shapes not only how safe and supported they feel, but also how connected and committed they remain to your organization.

7 ways to support employees after bereavement leave

Some employees find comfort in the structure of work after a loss. Others need time to regain focus and balance in their daily routine. Supporting someone after bereavement leave isn’t about having the perfect words, it’s about creating space, showing empathy, and acknowledging their experience. 

#1 Acknowledge, don’t avoid

It can be difficult to see an employee or coworker affected by grief, especially in the early days after they return from bereavement leave. You might wish there is more you could do, like offering a perspective that eases their pain. Yet it’s often best to refrain from trying to comfort or “fix” an employee’s experience of grief with statements like, “You’ll feel better in time” or “At least they lived a long life.” These well-intentioned words can minimize the person’s pain, or even create the impression that you expect them to move on quickly. 

Instead, acknowledge their loss with something simple and genuine like “That sounds incredibly hard. I’m here for you.” However small, these compassionate interactions matter. You can’t make grief go away, but you can show that you see and respect it. Foster a work culture where grief and other challenges are acknowledged as part of the human experience, not avoided altogether. 

#2 Create a reentry plan together

Grieving employees may be tending to complex issues and making difficult decisions outside of work, particularly in the first month or two after a loss. As the employee returns, recognize that their grief experience continues. Discuss what would make the transition back to work easier—adjusted hours, modified workload priorities, or a gradual return schedule. Clarifying expectations early prevents overwhelm and signals that flexibility is supported, not penalized. In a study of bereaved employees, the most-used supports were those that offered flexibility and control, including flexible schedules (53%), reduced schedules (41%), and workload assistance (44%). 

#3 Follow their lead

Every employee’s needs are different. Healthy expressions of grief vary widely across individuals and cultural backgrounds. Some employees may want to talk about their loss at work, while others may need space to process their reactions privately. Ask how you can best support them and whether they’d like anything shared with the team on their behalf. Check in regularly, but let them set the pace and boundaries around what they choose to share. If the employee is a part of a team, consider encouraging co-workers to offer support in small ways, like sending a card or helping with a project, without putting pressure on the grieving employee to make a public response. 

#4 Help them prioritize

The pain of loss is an intensely emotional experience, but changes in emotion are not the only impact of grief at work. Some estimates indicate that up to 94% of grieving employees have trouble concentrating after a loss and as many as 91% feel significantly less productive. In the first weeks back, help employees focus on core responsibilities. When possible, offer flexibility—adjusted hours or workloads, remote work, or camera-off meetings—to ease the transition. Encourage open conversations about key priorities so they can manage their workload at a sustainable pace. 

#5 Expect fluctuations

Grief isn’t linear. One day an employee might seem fully engaged; the next, they may struggle to focus or participate. Grief can affect energy, concentration, and relationships. These are all natural responses to loss. If there’s an obvious work performance concern, it may be counterproductive to “intervene” on subtle changes that ultimately won’t last. If you notice changes in grieving employees, handle these with compassion (e.g.,“How have you been doing lately?”) and have open dialogues that account for fluctuations over time. Transparent conversations help employees feel connected and cared for through their grief journey and prevent premature disciplinary actions. Keep in mind that grief-related changes in motivation or performance may rebound in the days ahead. Incorporate an employee’s grief into the overall picture. 

#6 Be mindful of sensitive moments

Anniversaries, team celebrations, or milestones can stir painful memories or feelings. Give employees a heads-up and permission to opt out: “We’re planning a celebration next week. You’re welcome to join, but no pressure.” These small gestures honor their emotional experience and help employees feel supported to find the level of connection that is right for them.

#7 Watch for signs of deeper struggle

Changes in focus and motivation are normal after bereavement leave, and grief may be a lasting presence in someone’s life after a loss. But persistent withdrawal, emotional overwhelm, or major behavior changes (e.g., panic attacks, low mood, reports of sleep disturbances) may signal a need for extra mental health support. Some employees will cope with grief-related stress in less sustainable ways, like overworking—watch for signs of burnout or exhaustion and connect employees to mental health resources early. Most importantly, normalize the use of mental health supports by talking about them upfront  and showing people how easy they are to use. Lyra offers fast access to individual therapy services for a range of mental health concerns, including grief. 

Help grieving employees feel supported

Returning to work after a loss is a transitional time for both employees and their teams. Leading with empathy helps rebuild purpose,stability, and connection in the work environment. Your response can shape whether the workplace feels like a source of stress or support in the weeks ahead.