Grief and Performance: How Losing a Loved One Affects Work and Productivity.

On a quiet Monday morning, Fernabaché (names have been changed) sat at his desk, staring blankly at the email drafts he was supposed to finalize. Just over four months ago, he had lost his father unexpectedly. Since then, the world had felt like a blur—colleagues spoke, deadlines loomed, but everything seemed distant. The weight of grief had settled over him like a thick fog, making even the simplest tasks feel impossible.

Fernabaché’s experience is not unique. Millions of workers across the world suffer similar struggles in silence, forced to navigate the demands of professional life while mourning the loss of a loved one. But what does grief actually do to our ability to work? And more importantly, how can organizations and individuals find a path forward?

The Invisible Burden of Grief

Grief is not just an emotional response—it’s a physiological and cognitive phenomenon that can impact every aspect of a person’s life, including their work. Researchers have found that the brain undergoes significant changes during periods of mourning. The prefrontal cortex, responsible for decision-making and focus, can become impaired, making concentration difficult. The amygdala, the brain’s emotional processing center, goes into overdrive, leading to heightened anxiety, mood swings, and even physical exhaustion.

According to researchers, at least one in four employees is grieving at any given time, and unaddressed grief costs companies billions in lost productivity each year. Employees who are mourning are more likely to experience:

• Reduced concentration and decision-making ability

• Increased absenteeism and tardiness

• Lowered motivation and engagement

• Emotional volatility, leading to conflicts or withdrawal from colleagues

For some, work becomes an escape, a way to distract from the pain. For others, it becomes an overwhelming burden, one they struggle to carry.

The Myth of “Moving On”

In many workplace cultures, grief is acknowledged only briefly. An employee may receive a few days of bereavement leave, a handful of condolences, and then an unspoken expectation to return to “business as usual.” But grief does not operate on a schedule. Experts say that intense feelings of loss can last months or even years, resurfacing unexpectedly through triggers like anniversaries, certain smells, or familiar places.

The myth of "moving on" pressures employees to suppress their emotions, leading to prolonged distress and even burnout. Without support, some employees quit their jobs altogether, unable to cope with both their personal and professional burdens.

Real Solutions for Healing and Performance

Both individuals and organizations have a role to play in ensuring that grief does not become an insurmountable obstacle in the workplace.

1. Employers Must Acknowledge and Support Grieving Employees

Expand bereavement leave policies: Three to five days is often insufficient, especially for those handling funeral arrangements or traveling for family matters. Some progressive companies offer flexible or extended leave options.

Implement grief counseling programs: Workplace Employee Assistance Programs (EAPs) can provide grieving employees with mental health resources and professional counseling.

Encourage flexible work arrangements: Allowing employees to work remotely or adjust their hours can help them ease back into their professional responsibilities without overwhelming stress.

Train managers to respond with empathy: A simple “Let me know how I can support you” can make a difference. Managers should check in periodically, offering understanding rather than pressure.

2. Grieving Employees Must Give Themselves Grace

Set realistic expectations: Productivity may not immediately return to normal, and that’s okay. Prioritizing essential tasks while delegating or postponing non-urgent ones can help manage workload stress.

Seek support at work: Speaking to a trusted colleague or manager about what you’re experiencing can lead to understanding and accommodation.

Practice self-care: Grief depletes emotional and physical energy. Eating well, getting enough rest, and engaging in light exercise can help with overall well-being.

Consider professional help: Therapy or grief support groups can provide tools to process loss and build emotional resilience.

A Heartfelt Conclusion: Grief is a Journey, Not a Detour

Grief is not a weakness. It is a natural response to loss, one that reminds us of our deep connections to the people we love. In a fast-paced, results-driven world, it is easy to feel pressure to suppress these emotions in the name of productivity. But true healing does not come from ignoring pain—it comes from acknowledging it, working through it, and allowing ourselves the time and space to heal.

For companies, the challenge is clear: creating a workplace where grief is not an inconvenience, but a human experience that deserves understanding and support. For employees, the message is just as vital: healing takes time, and no one should have to go through it alone.

Whether it’s a kind word from a manager, an extra week off to grieve, or the simple act of checking in, small acts of compassion can make all the difference. Because in the end, how we handle grief in the workplace is not just about performance—it’s about humanity.