The Cost of Ignoring Grief
Why Bereavement Leave Should be a Standard Benefit
This week, a dear friend’s mom passed away suddenly. While their partner’s company provided three days of bereavement leave, my friend’s employer required them to use PTO to grieve their own mother. I was shocked. I’d always assumed bereavement leave was a standard benefit. Turns out, only five states in the U.S. mandate bereavement leave (source), leaving the rest to the discretion of employers.
This disparity highlights a serious gap in workplace policies across the U.S. How can companies expect employees to perform at their best while grappling with profound loss?
Why Bereavement Leave Matters
Grief doesn’t follow a timeline, but the impact of ignoring it is immediate. Providing bereavement leave shows employees their humanity is valued and has measurable benefits:
Improved Morale: Employees feel supported during one of life’s most difficult moments.
Increased Retention: Employees are more likely to stay with compassionate employers (source).
Enhanced Productivity: Grieving employees forced to work are often distracted and less productive (source).
The U.S. Lags Behind
Unlike many other developed nations, the U.S. does not have federally mandated bereavement leave. Countries like Canada, New Zealand, and France have nationwide policies ensuring employees have time to grieve without financial penalty (source).
In the U.S., employers determine their own policies, creating inconsistencies and leaving many employees unsupported.
The Cost of Skipping Bereavement Leave
For companies that fail to offer bereavement leave, the financial and cultural costs are significant:
Turnover: Replacing an employee costs 50–200% of their annual salary (source). For someone earning $50,000/year, this means $25,000–$100,000.
Lost Productivity: Grieving employees who are unsupported are disengaged, distracted, and prone to mistakes (source).
Damage to Morale: A lack of empathy erodes trust and weakens team cohesion.
Healthcare Costs: Unprocessed grief can lead to physical and mental health issues, increasing absenteeism and healthcare expenses (source).
Compare this to the cost of offering three days of paid leave, which for a $25/hour employee is just $600 ($2400 for an employee making ~$200K/yr). The math is clear: bereavement leave is not only compassionate but also minimizes long-term financial impacts on a business.
How Companies Can Lead the Way
If you’re a business leader, implementing a bereavement policy is straightforward:
Adopt a Policy: Offer at least 3–5 days of paid bereavement leave for immediate family members (source).
Communicate the Policy: Update the employee handbook and ensure the policy is shared during onboarding and team meetings.
Train Managers: Equip leaders to support grieving employees with empathy and consistency (source).
Provide Additional Support: Offer counseling services or Employee Assistance Programs (EAPs) (source).
Example Policy:
“[Your Company Name] offers up to three (3) days of paid bereavement leave for employees experiencing the loss of an immediate family member (e.g., spouse, parent, child, sibling). Employees must notify their manager or HR as soon as possible to arrange leave.”
Final Thoughts
The absence of federally mandated bereavement leave leaves U.S. companies lagging behind the rest of the world. However, this is an opportunity for organizations to lead with compassion. Offering bereavement leave not only supports employees during one of life’s most difficult times but also fosters trust, retention, and long-term success.
Grief is universal. Compassion should be, too.
