When my spousal equivalent died five years ago, I was already on a three-month sabbatical from my job. I didn’t have to ask for bereavement leave or explain my situation to HR or my boss.
But most workers are not in a comparable situation. Traditionally, many U.S. employers offer just three days of bereavement leave and a small expression of sympathy.
Spoiler alert: Grief isn’t over in 72 hours and it’s not linear. It lingers and loops back around, popping in on ordinary Tuesday afternoons and other inconvenient times. That’s why the corporate landscape is shifting. Here are five trends that show employers are making meaningful strides in supporting employees through loss.
1. More Time, More Flexibility
Organizations are realizing that profound loss isn’t a sprint. Like physical healing, emotional healing requires patience and flexibility from employers. At some companies, bereavement leave is transforming into a collection of days that can be split up, saved, and used when the emotional rollercoaster hits, not just the week of the funeral.
- New York Life gives employees up to 15 non-consecutive days of bereavement leave to use over six months to mourn anyone considered a loved one.
- Adobe, Patagonia, Salesforce, and American Express go further, granting up to 20 days for the loss of eligible family members.
- Johnson & Johnson offers up to 30 days for its employees worldwide.
2. Grief Isn’t One-Size-Fits-All
Forward-thinking policies let companies reassure employees: “Your grief matters no matter what it looks like.”
- Not all grief fits neatly into the “immediate family” category, although companies define that in different ways. Some include only spouses, domestic partners, and children. Others include siblings, grandparents, and in-laws. Still others include close friends and chosen family in their leave policies.
- Kimpton Hotels and Mars Inc. are among a growing number of companies offering leave after the loss of a beloved pet.
- Other employers are starting to cover reproductive loss, like miscarriages, stillbirths, and failed adoption or surrogacy attempts.
3. Emotional and Practical Support
Grief isn’t just emotional; it’s practical, too. Enter new solutions:
- Comprehensive bereavement support platforms like Betterleave and Empathy help with the logistical and administrative side of loss – everything from funeral planning to estate settlement, to closing loved ones’ bank accounts.
- Many top organizations now integrate counseling, grief hotlines, and wellness check-ins directly into bereavement programs. Employee Assistance Programs (EAPs) also offer helpful resources in this area.
- Support for grieving employees isn’t just about providing time off; it’s making sure employees feel seen, equipped, and welcomed back.
4. Financial Assistance
Modern grief support is more than just mental healthcare. It can be financial healthcare, too.
- New York Life offers access to emergency funds for funeral expenses, alleviating some of the financial burden and stress no one likes to talk about.
- For many employees, this level of support bridges the gap between compassion and action. It doesn’t just help them manage financial pressures—it also shows care for and investment in their wellbeing.
5. Manager Training
Having a policy is one thing, but helping managers put it into practice is another.
- Salesforce and other companies invest in grief sensitivity training for managers, so they don’t default to awkward silence or empty platitudes.
- Managers are coached to respect the privacy of bereaved employees, letting them decide what and when to share about their loss.
- Practical types of support can include adjusted workloads, flexible schedules, and help completing work (“We’ll cover those client emails for you”).
Communication is Key
Clear, compassionate policies set the standard, but empathetic, proactive communication brings them to life. It’s important to:
- Audit and clarify messaging so nobody’s left guessing.
- Coach managers and leaders on how to have authentic conversations.
- Proactively spotlight EAPs and grief support resources through real stories. Don’t let them hide out in a benefits guide.
The Bottom Line
Anyone who has lost a loved one knows that grief doesn’t punch a time clock or fit neatly into a team calendar. Leading workplaces meet employees where they are, with empathy, flexibility, and support for all forms of loss. Sending the message that “We genuinely care about you as a person, not just the job you do,” can help keep talented employees engaged and committed even when life knocks them sideways. It’s why progressive bereavement support has become a competitive advantage.
Does your organization have a culture where compassion is genuine and part of your workplace DNA? Let’s talk. The O’Keefe Group can help you develop a communications strategy that shows your organization’s support is powerfully human—and delivers real business results.
