Grief and loss can take many forms, such as the death of a loved one, loss of a relationship or pet, or even adjusting to a move or a job change. Research has shown that grief is cumulative and can lead to poor mental and physical health outcomes and habits, presenteeism, and loss of productivity and engagement at work.
Michele Mariscal, Ph.D., CPTD, Grief Recovery Method Specialist and HeartMath Trainer and Coach at EnergyM Health in St. Petersburg, Florida, addressed why supporting grief and loss in the workplace matters, the importance of knowing your workplace policies and benefits to support grieving employees, and how to cultivate a culture of support that employees use and trust.
Here are the main key takeaways from “Supporting Employees Experiencing Grief and Traumatic Loss” at the 2024 Mental Health in the Workplace Virtual Conference.
What Is Grief?
- Grief is the normal and natural reaction to loss of any kind.
- Grief is the conflicting feelings caused by the need for change in a familiar pattern of behavior.
How Do We Understand Grief?
- Grief is negatively cumulative.
- Ignoring or suppressing grief can lead to long-term emotional or psychological challenges.
What Matters to Employees Dealing With Grief?
Employees going through grief often feel supported by the following:
- A culture of support and belonging
- Leaders knowing them
- Frequent one-to-one support
- Feeling valued and understood
- Leaders who have a people-first mentality.
Why Supporting Grief and Loss in the Workplace Matters
- It is important to understand people are the most valuable resource in the workplace.
- Grief can significantly impact productivity, relationships and overall well-being.
- Mental function of grieving individuals is often challenged, including:
- Lack of clarity
- Lack of focus
- Difficulty making decisions
- It is important for employers to support employees through bereavement to:
- Foster a compassionate and inclusive workplace
- Prevent loss of productivity and burnout
- Help employees feel valued and supported.
Know Your Policies and Benefits to Support Grieving Employees
- More than 60% of U.S. workplaces only offer three days of paid bereavement or less according to Harvard Business Review, October 2020.
- Canadian provincial/territorial regulations vary. The Employment Standards Act does not provide for paid bereavement.
- Neither the U.S. nor Canada have federal mandates for bereavement.
- Employment Standards Act—Employers who employ 50 or more are required to provide up to ten days unpaid personal emergency leave.
- Many U.S. organizations allow three paid bereavement days for the death of an
immediate family member.
How to Cultivate a Culture of Support That Employees Use and Trust
- Have clear and generous policies in place that leaders know and apply.
- Respect the human response to grief.
- Allow flexibility when possible.
- Understand the manifestations of grief (lack of focus, poor decision making, fatigue, shorter attention span).
- Offer grief and grief recovery educational training (myths, what to say/not say, how to support peers).
- Provide opportunities and understanding of organizational and community offerings.
- Offer a company EAP.
- Use the Grief Recovery Method®, the first evidence-based grief recovery program.
As more employees grapple with mental well-being, organizations are challenged with implementing new solutions to support mental health in the workplace. Mental Health and Substance Use Disorder Benefits: 2024 Survey Results reveals the prevalence of various mental health challenges among workers and their families.
