Growing with grief: The role of employers in long-term support

Summary

Dr Julia Lyons (Principal Clinical Lead, Onebright) argues that grief is a prolonged, non-linear process and not a short disruption that ends when an employee returns to work. Employers commonly offer only a few days of compassionate leave, while many employees continue to experience significant cognitive, emotional and physical effects for months.

The article explains how grief can impair concentration, memory and decision-making and how employees often hide their struggles to appear capable. It describes practical employer actions: ongoing check-ins, flexible adjustments that evolve over time, manager training in grief-competent communication, compassionate workplace culture and clearer, broader policies beyond statutory bereavement leave.

Key Points

Grief is long-term and non-linear; returning to work does not mean the grieving process has ended.
92% of people report at least one health impact after loss, including memory problems, anxiety and sleep disruption.
Hidden cognitive and emotional effects can reduce performance and increase the risk of prolonged grief disorders.
Employers should provide ongoing, gentle check-ins rather than a single follow-up conversation.
Flexible, evolving adjustments (workload, hybrid working, phased returns) are often the most helpful support.
Training managers to be grief-competent improves employee outcomes and reduces stigma.
Organisational culture and clear, inclusive policies are crucial — support should extend beyond statutory leave.
Signposting to bereavement resources and mental health support increases the likelihood employees will seek help.

Context and relevance

This piece is timely for HR leaders and line managers as workplaces continue to reckon with employee wellbeing and retention. As awareness of mental health and humane workplace practices grows, grief support is an area where practical policy changes and manager development can make a measurable difference to staff welfare and productivity. The article aligns with broader trends towards flexible working, preventative mental health support and compassionate leadership.

Author style

Punchy and clinical — Dr Lyons combines clinical insight with practical employer-focused recommendations. If you manage people, the detail here matters: it gives clear actions you can take now to reduce harm and support long-term recovery.

Why should I read this?

Short version: if you line-manage or set policy, read it. This is a compact, practical guide to spotting hidden grief, offering the right adjustments and building a culture that actually helps people grow around loss instead of rushing them back to ‘normal’. Saves you time and potential mistakes.

Source

Source: https://hrnews.co.uk/growing-with-grief-the-role-of-employers-in-long-term-support/