Employee mental health: How to help an employee deal grief

Quick Summary

Grief is personal, unpredictable, and different for everyone. But when it enters the workplace, it doesn’t just affect the person experiencing the loss, it can ripple down to teams, performance, and company culture.

As HR or people leaders, the question is: How do you create an environment where employees feel supported, not just for a few days, but throughout their healing journey?

How to help your employee overcome grief

As HR or people leaders, the question is: How do you create an environment where employees feel supported, not just for a few days, but throughout their healing journey?

In most workplaces in India, support for grieving employees is limited to a short bereavement leave and a few kind words. While these gestures matter, they are rarely enough. The reality is that grief lingers long after the official leave ends, and employees often struggle to get back to their normal rhythm.

Why grief support matters at work

Supporting grieving employees isn’t just about compassion, it’s about protecting the well-being and stability of your workforce. It influences

Retention – Employees who feel unsupported after a loss are 60% more likely to consider leaving their jobs.
Productivity – In the U.S., grief-related losses cost companies around $75 billion annually in absenteeism, errors, and reduced output.
Employer brand – Compassion during difficult times builds loyalty and attracts talent who value a caring workplace. Some of the workplace is empathic and takes care of their employees.

How to deal with grief at the workplace?

Forward-thinking employers are moving beyond the standard 3–4 day bereavement leave:

Extended, flexible leave – New York Life offers up to 15 paid days spread over six months.
Inclusive policies – Some companies now cover losses beyond immediate family — including close friends, mentors, and pets.
Flexible returns – Startups in India have begun allowing non-consecutive bereavement leave or gradual return-to-work plans.

These changes acknowledge a simple truth: grief doesn’t follow a fixed timeline.

Practical ways to support grieving employees

Here’s how HR teams can make a meaningful difference:

Offer adequate and flexible Bereavement leave. Take it beyond 4 days, provide up to 10-15 days, with flexibility to take them when needed.
Allow work adjustments by offering remote work, reduced hours, or lighter workloads during the first few weeks back.
Recognize that grief can come from the loss of chosen family, close friends, or pets.
Provide emotional support resources via Employee Assistance Programs, mental health apps, wellness sessions, therapy sessions.
Train managers to respond with empathy and check in regularly.

Example:

Subject: Bereavement Leave Request
Dear [Manager’s Name],
I’m saddened to inform you of the passing of my [relation] on [date]. I would like to take bereavement leave from [start date] to [end date]. Please let me know if you need any further details.
Regards,
[Your Name]

The takeaway

Grief support at work is not just a “nice-to-have” , it’s a responsibility. A few extra days of leave, flexibility in work, and genuine human care can help employees heal and rebuild their confidence.

When HR teams approach grief with empathy and adaptability, they create not only a healthier workplace but also a stronger, more loyal workforce.

Key takeaways

Blog sources

About the Author

Anupika Khare

Marketing Manager

Anupika Khare, Marketing Manager at Pazcare, turns complex ideas into stories that resonate with HR leaders and business decision-makers. With expertise in media, copywriting, and SEO-led marketing, she creates content that informs, inspires, and drives conversations on workplace wellness and benefits.

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Frequently Asked Questions

How many days can we take bereavement leave?

There’s no fixed national rule in India. Most companies offer 3–5 days for immediate family loss, while progressive employers may offer 7–15 days or allow them to be taken over time.

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What is the meaning of bereavement leave?

Bereavement leave is time off given to an employee after the death of a loved one, allowing them to attend rituals, handle personal matters, and process their grief.

‍

Is bereavement leave paid in India?

Bereavement leaves are commonly paid leaves. However, it is best to check the leave policy of your company.

How do you apply for bereavement leave?

Every company has a different procedure set to apply for leave. It is advised to check your leave policy to understand how to apply for a certain type of leave. In general, the employee must inform their reporting manager and HR over an email. If you have an HRMS platform, you can also apply for leave from there.

How long do you get for bereavement leave?

The law doesn’t specify it. So it is up to the company to decide how long bereavement leaves should be. Generally, it is between 3 to 7 days. It is advised to check the leave policy or contact the HR in your company.

As HR or people leaders, the question is: How do you create an environment where employees feel supported, not just for a few days, but throughout their healing journey?

Why grief support matters at work

Supporting grieving employees isn’t just about compassion, it’s about protecting the well-being and stability of your workforce. It influences

Retention – Employees who feel unsupported after a loss are 60% more likely to consider leaving their jobs.
Productivity – In the U.S., grief-related losses cost companies around $75 billion annually in absenteeism, errors, and reduced output.
Employer brand – Compassion during difficult times builds loyalty and attracts talent who value a caring workplace. Some of the workplace is empathic and takes care of their employees.

How to deal with grief at the workplace?

Forward-thinking employers are moving beyond the standard 3–4 day bereavement leave:

Extended, flexible leave – New York Life offers up to 15 paid days spread over six months.
Inclusive policies – Some companies now cover losses beyond immediate family — including close friends, mentors, and pets.
Flexible returns – Startups in India have begun allowing non-consecutive bereavement leave or gradual return-to-work plans.

These changes acknowledge a simple truth: grief doesn’t follow a fixed timeline.

Practical ways to support grieving employees

Here’s how HR teams can make a meaningful difference:

Offer adequate and flexible Bereavement leave. Take it beyond 4 days, provide up to 10-15 days, with flexibility to take them when needed.
Allow work adjustments by offering remote work, reduced hours, or lighter workloads during the first few weeks back.
Recognize that grief can come from the loss of chosen family, close friends, or pets.
Provide emotional support resources via Employee Assistance Programs, mental health apps, wellness sessions, therapy sessions.
Train managers to respond with empathy and check in regularly.

Example:

The takeaway

When HR teams approach grief with empathy and adaptability, they create not only a healthier workplace but also a stronger, more loyal workforce.

Employee mental health: How to help an employee deal grief

Table of Contents

Quick Summary

Why grief support matters at work

How to deal with grief at the workplace?

Practical ways to support grieving employees

The takeaway

Key takeaways