Grief is an uninvited guest that disrupts life in ways few anticipate. It seeps into every aspect of our existence, including our ability to function at work. Yet, in a world where “business must go on,” grieving employees often find themselves caught between personal devastation and professional expectations.

I have experienced firsthand how grief impacts productivity. I’ve also seen how corporate policies—sometimes rigid and unyielding—force grieving employees to either suppress their pain or risk professional consequences. But this raises a critical question: Should companies be more understanding, or is maintaining business efficiency the rightful priority?

The Harsh Reality: Workplaces Aren’t Built for Grief
Most businesses operate on an unspoken rule: personal struggles should not interfere with professional duties. In the U.S., the standard bereavement leave is a mere three to five days, regardless of whether you’ve lost a spouse, a child, or a distant relative. In many other countries, it’s even less—or nonexistent. This differs in other climes.

For instance, in Nigeria, bereavement leave is not legally mandated by labour laws. Instead, it is granted at the discretion of employers. Many companies provide bereavement leave as a compassionate gesture, but the duration and eligibility criteria vary across organizations. The number of days off and whether the leave is paid or unpaid depends on the company’s internal policies.

This approach assumes grief follows a predictable timeline. It does not. Research published in the Journal of Occupational Health Psychology found that grief can significantly impact cognitive functions, emotional regulation, and decision-making for months—or even years—after a loss. Yet, grieving employees are expected to return to work, meet deadlines, and function at full capacity as if nothing happened. If they falter, they risk being labelled as unprofessional, unreliable, or even dispensable.

When Productivity Takes a Hit: The Hidden Costs of Ignoring Grief
Many companies argue that excessive flexibility could disrupt operations and hurt the bottom line. But what about the cost of not addressing grief? Studies by the Grief Recovery Institute estimate that grief-related productivity losses cost U.S. companies over $75 billion annually due to absenteeism, mistakes, lack of engagement, and increased turnover.

Forcing employees to “push through” grief doesn’t just harm them—it harms the business. Burnout, depression, and disengagement become more prevalent, leading to higher turnover rates. Companies spend twice as much hiring and training a replacement than they would have spent supporting a grieving employee through their temporary downturn.

Compassion vs. Capitalism: Can Companies Strike a Balance?
While businesses exist to generate profit, ignoring human realities is counterproductive. But should companies risk operational efficiency to accommodate personal grief?
– A Middle Ground Exists. Forward-thinking companies are proving that supporting grieving employees doesn’t mean sacrificing productivity. It enhances it.
– Flexible Return-to-Work Plans – Some companies, like Facebook, have implemented extended bereavement policies, offering up to 20 days of paid leave for the loss of an immediate family member. Employees are more loyal and engaged as a result.
– Mental Health Support & Grief Counselling – Offering access to therapy or grief mentorship can significantly improve emotional recovery and work performance.
– Temporary Adjustments – Allowing grieving employees to work remotely, modify workloads, or take on less cognitively demanding tasks for a short period can ease their transition back to full productivity.
– Supportive Work Cultures – Something as simple as acknowledging a loss—rather than pretending it never happened—can help grieving employees feel seen and valued.

The Case for a Compassionate Workplace
Grief is not a weakness. It’s a human experience. Expecting employees to function as if nothing happened is not just unrealistic—it’s inhumane. Forward-thinking companies recognize that compassion and productivity are not mutually exclusive. When employees feel supported, they are more engaged, more loyal, and ultimately, more productive. So, should companies be more understanding or business-first? The real question is: Can businesses afford not to be understanding?

What do you think? Should companies adopt more grief-friendly policies, or is prioritizing business efficiency the right move? Let’s discuss this in the comments.