Dealing With Grief In The Workplace
Published on: 07/04/2020
Article Authors The main content of this article was provided by the following authors.
Caroline Reidy Managing Director, HR Suite
Caroline Reidy Managing Director, HR Suite
Caroline Reidy HR Suite 2025

Caroline Reidy, Managing Director of the HR Suite and HR and Employment Law Expert. Caroline is a former member of the Low Pay Commission and is also an adjudicator in the Workplace Relations Commission.

Caroline is also an independent expert observer appointed by the European Parliament to the Board of Eurofound.  Caroline is also on the Board of the Design and Craft Council Ireland and has been appointed to the Governing Body of Munster Technology University.

She also completed a Masters in Human Resources in the University of Limerick, she is CIPD accredited as well as being a trained mediator. Caroline had worked across various areas of HR for over 20 years in Kerry Group and in the retail and hospitality sector where she was the Operations and HR Director of the Garvey Group prior to setting up The HR Suite in 2009. She has also achieved a Diploma in Company Direction with Distinction with the Institute of Directors. She also has written 2 books, has done a TEDx and is a regular conference speaker and contributor to national media and is recognised a thought leader in the area of HR and employment law.  Caroline also mentored female entrepreneurs on the Acorns Programme.  Originally from Ballyheigue, Co. Kerry living in Dublin is very proud of her Kerry roots.

The HR Suite
With offices in Dublin, Cork and Kerry and a nationwide client base of SME's and multinationals, The HR Suite has over 600 clients throughout Ireland and employs a team of HR Advisors who offer clients expert HR advice, training, third party representation and other HR services.

The HR Suite has been acquired by NFP, an Aon Company, a leading global insurance broker. This expands the range of services on offer to their clients such as Health and Safety, Outplacement, Employee Benefits, and Pensions.

Managing grief at work is important. Bereavement policies are not just good practice, they are extremely helpful to employees and managers, ensuring a proactive and equitable approach by clearly defining employee entitlements and supports.

There are many types of grief and as a manager it is important to know the differences in an attempt to understand grief and how your workplace can help. Anticipatory Grief occurs when death is expected.  It can start long before the person actually passes away and is often brought on by a diagnosis or when the person’s health starts to deteriorate. Normal grief begins soon after the loss occurs and the bereaved person begins to accept the loss and continue their day to day tasks. Complicated grief is grief that lasts a lot longer than normal and can affect the bereaved person’s ability to carry out day to day tasks. Delayed grief is when a reaction to the loss occur at a later time. This can be brought on by another significant life event or by something unrelated.

The following supports that the company should advocate following bereavement within your business include:

  • Compassionate Leave  - while this is not legislatively required it is offered as a gesture of goodwill within many companies. If you do not have this in place the below is a best practice guide.
    • Wife, Husband, Son, Daughter, Mother, Father, Brother, Sister, Mother-in-law, Father-in-law - 3 days.
    • Resident Relative (not immediate family, but living in the family home) – 2days
    • Brother-in-law, Sister-in-law, Uncle, Aunt, Grandparent, Son-in-law, Daughter-in-law, Grandchild, Nephew, Niece – 1 day.
  • Operate an open-door policy with your staff with regard to work related or personal problems which must always be treated in the strictest confidence. It is important, as management, to be of as much assistance as possible in resolving such problems or allying the fears of your employees, you should make time for your employee(s) and listen sympathetically. 
  • You, as the manager, should be available to support the employee in any possible way. Management should speak with the employee on a confidential basis with what supports the organisation can assist them with.
  • Work colleagues can be a great source of help. Work colleagues may want to help but may not know how to go about it.  Open up the channels of communication and let them know.
  • Another option is to put an Employee Assistance Programme in place if the company does not already have one. EAP is a proactive support programme with the objectives of supporting employees whose health or wellbeing is being adversely affected. The EAP allows employees to avail of a range of professionals to help with any issues that may arise. By offering an EAP to employees, they can find the information and support that they need, to help gain a better work-life balance. They have confidential access to a resource that can remedy issues and potentially reduce stress.

Remember it is important to support colleagues who might find it difficult when the time comes to return to work. When the employee returns to work Managers and co-workers are not expected to take on the role of grief counsellor for an employee who has experienced the loss of a loved one. However, there are other ways to be supportive in the workplace. We urge Managers to encourage wellbeing in the following way during this time.

Connect: Evidence shows that good relationships with family, friends, colleagues and the wider community are important for mental wellbeing.  This is important within the workplace.

Be active: Encourage exercise in the workplace for example, lunchtime walks or runs.

Be mindful: Work can become so busy for everyone.  It is important to be more aware of the present moment, including your thoughts and feelings, your body and the world around you. It can positively change the way people feel about life and how you approach challenges. 

Keep learning: Encourage employees to try something new for example, take on a different responsibility at work. Set a challenge you will enjoy achieving. Give: Individuals who illustrate a greater interest in helping others are more likely to rate themselves as happy.

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 07/04/2020