Practical advice to help managers properly support grieving employees by providing compassionate and flexible responses in the immediate aftermath of bereavement and in the longer term
The experience of bereavement will be unique for each person and will require different responses and support from their organisation. Managing an employee who has suffered a bereavement requires compassion, sensitivity and flexibility. The employee is most likely to let you know what is happening and accept support from you if you already have a good relationship with them and have built an environment that is open, respectful, kind, fair and consistent.
This guide provides advice on how to support employees who are dealing with a bereavement, both in the short and longer term. How you respond as a manager will make a huge difference to the experience of your bereaved colleague and how supported they feel when they are able to return to work.
Please note, from April 2027, the Employment Rights Act 2025 (ERA 2025) will introduce a day-one right to up to two weeks of unpaid bereavement leave for employees. Bereavement leave will also be available to parents/partners who experience miscarriage before 24 weeks of pregnancy, including ectopic and molar pregnancy, terminations and IVF embryo transfer loss. Find out more on the ERA 2025 tracker.
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