Every one of us will experience grief at some point in our lives. Yet despite its universality, grief is still something we rarely talk about openly. National Grief Awareness Week, led by The Good Grief Trust each December, aims to shift that silence. Its theme this year – Growing with Grief – encourages us to acknowledge not only the pain of loss, but also the possibility of healing, connection, and growth over time.
For employers and HR professionals, the week offers an important opportunity to reflect on how grief affects people at work and what more can be done to support colleagues navigating loss.
Understanding the many faces of grief
Grief is most commonly associated with bereavement, but in reality, people grieve a wide range of losses. Relationship breakdown, infertility, miscarriage, the loss of good health, or the death of a pet can all bring profound grief. These experiences are sometimes overlooked or minimised, leaving individuals feeling isolated or unsure whether they ‘deserve’ support.
Recognising these broader forms of grief is one of the most powerful messages of Grief Awareness Week. It reminds us that there is no hierarchy of pain and no single ‘right’ way to grieve. Each person’s experience is personal, shaped by the nature of the loss, their relationships, their culture, and their circumstances.
Why grief awareness matters at work
Most people spend the majority of their waking hours at work, so it’s no surprise that grief follows us there. Yet workplaces are not always equipped to respond compassionately. Some employees return to work very quickly after a loss, perhaps because they want routine, or because their financial circumstances mean they have little choice. Others may need more time, flexibility, or practical adjustments. Many aren’t sure what is expected of them or how much is appropriate to share with colleagues.
Managers must navigate this sensitively; getting it right matters. Thoughtful support can have a significant impact on an individual’s wellbeing, their performance, and their long-term engagement with the organisation. A lack of understanding or rigid policies will just make things worse.
Creating space for grief
While no policy can remove the pain of loss, employers can create an environment where people feel safe, supported, and valued. Some practical steps include:
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Clear, compassionate bereavement policies
Having a well-drafted policy gives clarity and sets expectations. This should cover paid leave entitlement, flexibility for different types of loss, and guidance on additional support such as phased returns or temporary adjustments. Members of the HR Inner Circle can access our Bereavement Policy here: https://members.hrinnercircle.co.uk/the-vault/templates/
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Training for managers
Many managers want to help but simply do not know what to say. Basic training on empathetic conversations, signposting, and boundaries can make a world of difference.
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Flexible working options
Grief can affect sleep, concentration, and energy levels. Flexibility, whether through temporary hybrid working, adjusted hours, or reduced workloads, can help people gradually re-establish stability.
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Encouraging peer support
Colleagues often want to offer support but fear saying the wrong thing. Normalising conversations around grief, and encouraging simple acts of kindness will help create a more open culture.
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Signposting to specialist organisations
Charities such as The Good Grief Trust bring together bereavement support services across the UK. Making employees aware of these resources ensures they can access help beyond the workplace if they choose.
Growing With Grief: a journey, not a timeline
The theme of ‘Growing with Grief’ reminds us that grief is not something that disappears on a set schedule. It changes, spikes and reshapes itself over time. Rather than ‘moving on’, many people learn to move forward, carrying memories with them and finding new ways to cope.
For employers, recognising this long-term process is key. Support shouldn’t end after the initial period of bereavement leave. Checking in at later stages, remembering significant anniversaries, and remaining flexible can help employees feel seen and supported beyond the immediate aftermath of loss.
For workplaces National Grief Awareness Week is an opportunity to pause, learn, and create environments where grief is understood rather than avoided.