Grief doesn’t clock out when someone walks through the office door.
When an employee loses someone they love — a parent, a partner, a friend, even a beloved pet — the pain doesn’t stay neatly at home. It comes to work with them. It sits in meetings, struggles to concentrate, forgets things, cries in the toilets, and desperately tries to hold it together.
And yet, bereavement remains one of the most overlooked areas of workplace mental health.
At Sanitas Hub, we believe that how an organisation responds to grief says everything about its culture. Here’s what every employer, manager, and HR professional should know.
The mental health impact of bereavement
Grief is not a linear process, and it’s not just sadness. Bereavement can trigger or worsen a wide range of mental health conditions, including:
- Depression and prolonged low mood
- Anxiety and panic attacks
- Sleep disruption and physical exhaustion
- Difficulty concentrating or making decisions
- In some cases, complex grief or PTSD — particularly after sudden or traumatic loss
For many employees, returning to work happens before they feel ready — financial pressures, statutory bereavement leave limits, or simply not knowing what else to do. This makes the workplace environment crucial to their recovery.
What the law says — and what it doesn’t
In the UK, employees are entitled to a reasonable amount of unpaid time off for bereavement under the Employment Rights Act. For parents who lose a child under 18, Jack’s Law provides two weeks of statutory paid leave.
But for the loss of a partner, parent, sibling or close friend? There is currently no statutory paid bereavement leave. Many employers offer their own policies — but many don’t. This gap can leave employees feeling unsupported at the very worst moment of their lives.
What good bereavement support looks like
Supporting a bereaved employee isn’t about saying the right thing — it’s about creating the right conditions. Here are some practical steps:
Before they return
Reach out warmly and without pressure. A simple message acknowledging the loss and reassuring them their role is secure can make a profound difference. Let them guide the conversation about when and how they return.
On their return
Consider a phased return where possible. Offer a private conversation — not a performance review — just a genuine check-in. Ask what would help them, rather than assuming.
Ongoing support
Grief doesn’t have a six-week deadline. Check in regularly over the following months, particularly around anniversaries, birthdays, or the festive period, which can reignite loss powerfully.
Make sure your team knows how to access your Employee Assistance Programme (EAP) if you have one, and that managers feel equipped to have sensitive conversations without overstepping.
The role of Mental Health First Aiders
This is exactly where a trained Mental Health First Aider® becomes invaluable.
Mental Health First Aiders are not counsellors — but they are trained to recognise when a colleague is struggling, to listen without judgement, and to signpost to the right support. In the context of bereavement, having a confident, compassionate point of contact within your organisation can be the difference between an employee feeling isolated and one who feels genuinely held by their workplace.
At Sanitas Hub, our MHFA® Mental Health First Aid courses are delivered by Christina James, a Registered Mental Health Nurse who has trained over 4,000 people across the UK. The flagship two-day course covers grief, loss, depression, anxiety and much more — equipping your team with real, practical skills.
For managers specifically, our MHFA® Mental Health Skills for Managers half-day course builds the confidence to have meaningful, sensitive conversations with employees going through difficult times — including bereavement.
Creating a bereavement-aware culture
Beyond individual training, a truly supportive workplace has:
- A clear, compassionate bereavement policy that goes beyond the statutory minimum
- Managers who feel confident — not fearful — of sensitive conversations
- A culture where it is safe to say “I’m not okay today”
- Access to professional support, whether via an EAP, counselling referrals, or signposting to organisations like Cruse Bereavement Support
If you’re not sure where to start, our workplace consultancy can help you assess where your organisation is and build a practical plan to close the gaps.
You don’t have to have all the answers
The most powerful thing a manager can say to a bereaved employee is often the simplest: “I’m so sorry. I’m here. Take the time you need.”
Grief is universal. It will touch every workplace, every team, every person. The organisations that handle it with care and humanity don’t just retain their people — they earn their loyalty for life.
If you’d like to find out how Sanitas Hub can help your organisation build genuine mental health capability — including bereavement support — we’d love to hear from you.
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Sanitas Hub delivers MHFA® accredited Mental Health First Aid training and CPD-accredited Neurodiversity courses to organisations across the UK. All training is delivered by Christina James, Registered Mental Health Nurse.
