Empathy in Action: How to Support Employees Through Grief This Holiday Season

The holiday season is often seen as a time for togetherness and joy. But for those experiencing grief—whether it’s over a parent, child, partner, or an invisible loss like a miscarriage or an unfulfilled dream—this time of year can feel especially heavy. Grief is personal. There’s no set path or timeline, and it affects everyone in unique ways.

For HR leaders, the holidays offer an opportunity to recognize the silent struggles many employees might be facing. The weight of grief can impact those experiencing it and their colleagues, potentially affecting workplace engagement, productivity, and morale. Team members may sense a grieving coworker’s sadness or feel the impact if they can’t fully focus on their work.

With the season’s emphasis on family and traditions, this time of year can deepen feelings of loss for many employees. A common misconception is that grief has a predictable timeline—everyone moves through it in the same way. But that’s not how it works. Someone’s third Christmas without their spouse can feel just as painful as the first.

How grief affects employees employee wellbeing and productivity 

Grief in the workplace isn’t always easy to spot. It often shows up subtly, like reduced productivity, increased irritability, or a shift in demeanor. For HR leaders, a noticeable change in an employee’s personality or mood—especially if it’s uncharacteristic—can be one of the most telling signs. When dependable team members start making mistakes, missing deadlines, or struggling to stay on top of things, it could signal a need for deeper support.

Unaddressed grief doesn’t only affect individuals—it can impact team dynamics, leading to absenteeism and reduced productivity. By providing proactive support, leaders make a meaningful investment in their employees’ wellbeing and contribute to a more resilient, compassionate workplace culture.

Often, employees feel unsupported due to rigid policies or a lack of open communication. Many hesitate to express their needs because the response they receive feels impersonal, like: “Here’s the policy, and here’s what we can offer.” But a human-centered approach makes a difference. When HR leaders take the initiative to offer compassionate, individualized support, employees feel cared for, recognized, and safe. In turn, the entire organization benefits from improved morale and performance.

Actionable steps to support grieving employees during the holidays

Grief in the workplace isn’t a matter of if but when. Rather than leaving employees to navigate their grief and work demands on their own, here are some supportive steps HR leaders can consider—especially during the holiday season.

Plan for grief to happen

• Offer grief and loss resources: Provide access to support services, like therapy or grief counseling, to help employees cope. Many employees may not realize these resources are available, so communicate openly to ensure they know support is within reach.
• Make holiday events more inclusive: Show sensitivity by inviting employees to bring anyone meaningful to them as their guest. This small gesture can mean a lot to those going through loss.

Create a Culture of Empathy and Openness

• Encourage open communication: Train leaders to openly acknowledge grief and emotional wellbeing with their teams. Offer talking points or guides to help managers start these conversations with empathy and ease.
• Consider an open-door policy: Many people hesitate to approach their manager when struggling. By letting team members know that conversations about personal challenges are always welcome, leaders create a safe space for openness and trust.
• Host open office hours: Encourage HR leaders to hold dedicated one-on-one office hours to discuss personal concerns. This approach can make it easier for employees to bring up topics like grief, knowing there’s a designated time and safe space for these conversations.
• Offer gentle invitations: If you sense someone might be struggling but aren’t sure they’re ready to talk, approach them sensitively. A gentle way to start might be: “I’ve noticed this, and I don’t want to pressure you, but I’m here if you’d like to talk or need support.”
• Normalize mental health conversations: Make mental health discussions part of the culture by implementing regular check-ins and open forums where employees can share their experiences. This year-round approach helps everyone feel supported, no matter the season.

Lead by example

• Share personal experiences: Leaders can build trust and encourage openness by sharing their own experiences when appropriate. Self-disclosure helps create a sense of safety and understanding. When a leader shares that they, too, have lost someone close, it can build a meaningful bond and make others feel more comfortable opening up.
• Take mental health days: When leaders openly take mental health days—especially on significant anniversaries—they demonstrate that prioritizing wellbeing is accepted and respected in your workplace. A simple statement like, “I’m taking a mental health day because this is the fifth anniversary of my dad’s passing,” can be powerful. It subtly permits others to do the same.

Equip managers to provide support

• Manager training programs: Provide dedicated training for managers to help them recognize signs of grief and respond with empathy. Training should cover your organization’s mental health resources, policies, and compassionate approaches for supporting employees through difficult times. 
• Empower managers with resources: Equip managers with a toolkit or guide outlining practical steps for supporting grieving employees, including conversation guides for approaching sensitive topics with care.
• Offer specialized support solutions: Tools like Spring Health’s manager experience solution provide leaders with 24/7 support through reference guides, coaching, and videos tailored to common challenges. Managers can also access one-on-one consultations, crisis support, webinars, and discussion groups to help them navigate sensitive situations effectively.

Provide accessible mental health benefits

• Offer grief therapy: Individual therapy can be invaluable for those experiencing grief. Ensure your benefits package includes access to professional therapy or grief-specific counseling, with virtual and in-person options available.
• Supplement with coaching: Consider offering coaching services to help employees develop coping strategies for managing grief, especially during the holiday season. With its solutions-focused approach, coaching can be particularly effective for navigating life changes.
• Promote substance use support: Provide resources for employees who may turn to substances as a coping mechanism and promote these options internally to ensure everyone is aware of the support available.
• Extend care to families: Many employees who are grieving also carry the responsibility of supporting loved ones. Resources like Spring Health’s family care plans can offer meaningful support, helping employees balance their needs with those of their family members.

Implement flexible work policies

• Have flexible, person-centered policies: Flexible work policies give grieving employees the time and space they need to heal. This approach helps them feel supported without adding pressure. 
• Offer time off or modified schedules: Consider allowing grieving employees to adjust their work hours, such as starting later, leaving earlier, or even working occasional weekends to make up time. Flexibility could also mean offering additional paid leave, more mental health therapy sessions, or remote work options so employees can be near loved ones.
• Encourage personal days: Remind employees that personal or mental health days are there for them, and emphasize that taking time for self-care is fully supported and free from stigma.

Build a peer support system

• Establish grief support groups: Create optional, peer-led support groups where employees can share their experiences and connect with colleagues who understand the grief journey. These groups offer a sense of community and comfort for those who have experienced loss.
• Refer people to outside support groups: For employees who may feel uncomfortable sharing in a work-based group, provide information about external support groups. This option ensures they can still access community support in a setting that feels right for them.
• Host grief webinars or workshops: Partner with mental health professionals to offer workshops focused on coping with grief, especially during the holiday season. Consider offering these sessions as accessible webinars with replays so employees can participate at a time that works best for them.

Remind employees of your resources and policies 

• Socialize resources: Ensure all employees are aware of the available resources and how to access them. It’s easy to forget the details shared during onboarding, especially if support wasn’t needed then, so regular reminders are essential.
• Promote directly and indirectly: Share grief and mental health resources proactively, using both direct and indirect methods like quarterly newsletters. This approach ensures employees can access support at different stages of their grief journey, encouraging them to seek help when they’re ready in a comfortable way.

Develop an ongoing mental health strategy

• Review and expand mental health benefits: The end of the year is a great time to assess your current mental health offerings and consider expanding access to therapy, coaching, and additional resources like expert-led webinars or workshops.
• Embed mental health support in company culture: Foster a culture of mental wellbeing through year-round initiatives that provide ongoing support. This approach helps ensure employees navigating personal challenges, such as grief, feel supported every step of the way.

A compassionate approach to the holidays

If you have the opportunity to connect with a grieving employee one-on-one this holiday season, encourage them to honor their feelings and identify what they need—whether that’s space, connection, a break from tradition, more mental health days, or additional therapy.

A compassionate approach to employee wellbeing, especially during the holidays, is an investment in both your people and your company culture. By offering flexibility, empathy, and reminders of available mental health resources, you can empower employees to navigate grief in a way that truly supports their individual needs. 

This human-centered approach allows employees to process their emotions constructively and helps build a resilient, engaged, and loyal workforce that will thrive long after the holidays.

Discover practical ways to ease holiday stress in the workplace and provide meaningful support for your employees during this busy season.