Grief in the Workplace – The Hidden Blocker to Productivity and Wellbeing

In many workplaces, grief remains one of the most overlooked productivity blockers

Grief is a deeply personal experience but its effects are rarely confined to our personal lives. It walks with us into meetings, inboxes, and performance reviews. It impacts our focus, energy, communication, and confidence. And yet, in many workplaces, grief remains one of the most overlooked productivity blockers.

While bereavement is the most commonly recognised form of grief, many employees are navigating other types of loss: miscarriage, divorce, redundancy, identity shifts, or cultural displacement. When these experiences go unacknowledged, organisations lose more than empathy, they lose talent, engagement, and performance.

Three Workplace Stories That Reveal the Truth

Let me introduce you to three fictionalised but representative stories that illustrate this:

• Alan was a high-performing tech professional dealing with a painful divorce. While his manager raised concerns to HR, there were no policies in place to support grief outside of bereavement. Alan’s performance declined. He eventually resigned. The team lost a valuable contributor, and morale suffered.

• Alex lost his father. His manager recognised the emotional impact early and worked with HR to reduce his workload, offer peer support, and connect him to a grief specialist. With support and time, Alex began to heal—and so did his performance.

• Anna, a senior nurse who had relocated from overseas, felt isolated and emotionally displaced. Though not bereaved, she grieved the loss of her community and identity. Her organisation eventually provided cultural coaching and peer support. Anna found her confidence again and flourished.

Each of these stories reflects a truth that many companies still miss:

• Grief isn’t always bereavement

• Leadership response shapes employee outcomes

• Policies matter, but so does compassion

Why Grief in the Workplace Matters for Productivity

When grief is unsupported, it doesn’t disappear—it compounds. Employees may show up physically but feel disconnected. Deadlines are missed. Communication breaks down. Long-term loyalty fades.

Studies estimate that grief-related presenteeism and absenteeism cost UK businesses over £20 billion annually. But beyond the numbers, unsupported grief chips away at the psychological safety and emotional integrity of a team.

The Limits of EAPs: Why Good Isn't Always Enough

Many HR teams proudly reference their Employee Assistance Programs (EAPs) when the topic of grief comes up. EAPs do serve a valuable purpose however, they are often not enough when it comes to grief.

Here’s why:

• EAPs typically offer short-term counselling (usually 4–6 sessions) via a helpline, which isn’t always sufficient for complex or traumatic loss.

• Most EAP counsellors are generalists, not grief specialists

• Uptake is low. Research shows only 2–5% of employees actually use their EAP benefits

• They are reactive, not proactive. Employees often only reach out in crisis, if at all

• Workplace grief support must go beyond helplines. It must be integrated into leadership training, policy, and the lived culture of the organisation.

The Role of Psychological Safety

Psychological safety is a cornerstone of effective grief support at work. It’s not just about what’s said, it’s about what people feel they are allowed to say.

Employees need to know they can speak up about personal challenges without fear of judgment, awkwardness, or professional consequences.

This requires managers to:

• Acknowledge grief without demanding disclosure

• Model empathetic leadership

• Provide space for people to grieve in their own way

• Be trained in grief awareness and sensitivity so they respond with confidence, not avoidance

When organisations foster psychological safety, people are more likely to ask for help, stay engaged, and support one another through difficult seasons.

What Organisations Can Do Differently

At The Productivity Company, we work with HR teams, line managers, and wellbeing leads to build grief-aware cultures that balance compassion with performance. Some of the ways we support include:

• Grief-Aware Training for Managers & Teams

• Empathetic Leadership Development

• Wellbeing Workshops & Reflective Away Days

• EduTherapy™ Grief Resolution Programs for personal healing

We believe true productivity is not just about getting more done—it's about removing the invisible barriers that stop people from showing up fully.

Grief, when acknowledged and supported, doesn’t have to derail a career or team. It can become a doorway to resilience, deeper trust, and a healthier workplace culture.

If your organisation is ready to better support grieving employees and create a more emotionally intelligent workforce, we’d love to help.

It’s time to build workplaces where people don’t have to choose between healing and showing up.

About Detola

Detola Amure is a Productivity & Leadership Strategist and founder of The Productivity Company. Detola is passionate about helping people recover from their emotional losses so that they can be better leaders and communicators. She has worked with organisations such as BT and NHS Trusts to help build grief-aware, high-performing workplace cultures. Learn more at about Detola here.