Supporting an employee through bereavement: what do you need to know?

November 27, 2025•2 min read

When an employee is grieving, you’re balancing compassion with business needs.
It’s never easy, but the right approach protects both your people and your company.

Understanding your legal obligations

The law sets minimum requirements for supporting bereaved employees:

Parents who lose a child under 18, or experience a stillbirth after 24 weeks, are entitled to two weeks’ parental bereavement leave.
Employees have a day-one right to reasonable unpaid time off to deal with dependants after a death.

These are the legal basics. A strong bereavement policy goes further, supporting your people and safeguarding your business.

Why this matters to your business

A thoughtful approach isn’t just kind. It’s commercially smart.

Handled well, it can:

Build genuine employee loyalty
Maintain performance across the team
Protect your reputation
Reduce recruitment and training costs

It also reduces the risk of discrimination claims under the Equality Act.

Handling bereavement strategically

A clear policy makes a difficult situation easier for everyone.

Set out a formal process that’s both supportive and practical
Train managers to handle difficult conversations sensitively
Offer flexible return-to-work options to ease people back in
Signpost to credible support resources or counselling

Every situation is different

Grief looks different for everyone.
Some employees might need extended time off, while others prefer to stay busy.

Consistency, fairness and flexibility are what matter most.
They protect your people and help your business run smoothly.

Balancing compassion and business needs

Supporting a grieving employee doesn’t mean the business grinds to a halt.
It means taking a human, structured approach that supports recovery while keeping operations steady.

Clear policies, confident managers and genuine care create resilience across your team.