Grief is one of the hardest human experiences—and one of the hardest to talk about, especially at work. Yet supporting employees through loss isn’t just compassionate; it’s essential for maintaining trust, stability, and community inside your organization.
In a recent HR HotSpot webinar, Dr. Jennifer Levin, founder of Traumatic Grief Solutions, joined Verstela’s Chief Strategy Officer, Jenifer Lambert, for a conversation about how HR can recognize, respond to, and support employees experiencing grief—whether following a sudden loss or navigating ongoing challenges.
Why grief in the workplace matters
Grief doesn’t stay at home. It follows employees into meetings, into emails, into every part of their workday. And while society often struggles with knowing what to say or do, workplaces have an opportunity—and a responsibility—to show up differently.
Dr. Levin emphasized that being prepared to respond to grief helps employees feel seen, supported, and valued. It’s not about having perfect answers. It’s about creating space for humanity at work.
Practical steps HR can take
Dr. Levin outlined clear, actionable ways HR can support grieving employees while protecting workplace culture:
- Acknowledge the loss. Silence can feel like abandonment. A simple acknowledgment—without pressure or overstepping—can make a big difference.
- Allow flexibility. Grief isn’t linear. Offering flexible scheduling, time off options, and gradual reentry to full workloads can help employees navigate emotional ups and downs.
- Respect privacy and individuality. Everyone grieves differently. Some may want to share their experience; others may prefer to stay private. HR’s role is to support, not to force a particular kind of expression.
- Provide resources. EAPs (Employee Assistance Programs), counseling referrals, and even curated resource lists can give employees places to turn when they’re ready.
- Support the broader team. Grief doesn’t just affect the individual—it impacts coworkers too. Offering space for teams to process changes, especially after a sudden or traumatic loss, can strengthen resilience across the organization.
Moving beyond sudden loss
While sudden loss is often the trigger for conversations about grief, Dr. Levin also urged HR leaders to recognize ongoing grief—such as the loss of a spouse, a parent, a long-term illness, or even major life transitions.
Long-term grief can resurface around anniversaries, holidays, or major milestones. HR policies that acknowledge and allow for flexibility around ongoing challenges are critical for retaining and supporting employees over time.
The bottom line: You don’t have to be perfect to make a difference
HR professionals may fear “saying the wrong thing” when grief enters the workplace. But as Dr. Levin reminded attendees, showing up with authenticity and care matters far more than getting it exactly right.
Creating a workplace where grief is acknowledged—rather than ignored—can be one of the most meaningful ways organizations support their people.
Watch the full conversation
This session offered compassionate, practical advice for a topic many workplaces struggle to address. If you want to equip your HR team to respond thoughtfully to grief and trauma, we encourage you to watch the full webinar.
This session is approved for HRCI and SHRM recertification credits.
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