Grief can affect every area of a person’s life, including their ability to work.

Yet many grieving employees return to work feeling pressure to perform as they always have, despite navigating one of the most significant life changes they may ever experience.

For employers, managers and colleagues, understanding how grief can impact work performance is essential. Not only does it help create more compassionate workplaces, but it also enables organisations to provide practical support that helps employees remain engaged and valued during an incredibly difficult time.

The reality is that grief doesn’t stay at home when we come to work.

Grief Is More Than Sadness

When people think about grief, they often think about feeling sad.

While sadness is certainly part of many grief experiences, grief can also affect concentration, memory, decision-making, energy levels, motivation, confidence, relationships and physical health.

Some people describe grief as feeling as though their brain is “foggy”. Others report feeling exhausted despite sleeping more than usual. Some become highly anxious, while others struggle with low mood, irritability, numbness or overwhelm.

Importantly, grief affects everyone differently.

There is no standard timeline and no universal response.

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Why Work Can Feel So Difficult After a Bereavement

Following a significant loss, many people are trying to process an entirely new reality.

They may be:

Managing funeral arrangements
Supporting family members
Dealing with legal and financial matters
Adjusting to changes in routine
Navigating difficult anniversaries and milestones
Experiencing disrupted sleep
Coping with intense emotions

All of this requires mental and emotional energy.

As a result, tasks that once felt simple can suddenly feel overwhelming.

Many grieving employees tell us they are surprised by how difficult everyday work tasks become after a bereavement.

There is a 44% increase in sickness absence following bereavement

56% of employees would consider leaving their job if they were not properly supported after a bereavement

1 in 10 employees are affected by bereavement at any
one time

Difficulty Concentrating

One of the most commonly reported effects of grief is difficulty concentrating.

Employees may find themselves:

Reading the same email multiple times
Forgetting what they were doing
Struggling to follow conversations
Losing track of tasks
Finding meetings difficult to engage with

This can be frustrating for the individual, particularly if they have previously been highly organised or high-performing.

It is important to remember that this is not laziness or a lack of commitment.

Grief consumes significant cognitive resources. The brain is working hard to process a major life event while simultaneously trying to manage everyday responsibilities.

Memory Problems and “Grief Brain”

Many grieving people talk about experiencing “grief brain” or “brain fog”.

This may include:

Forgetting appointments
Missing deadlines
Losing track of information
Struggling to recall names or conversations
Difficulty learning new information

These experiences can be particularly distressing for employees in demanding or fast-paced roles.

Often, people become worried that something is wrong with them.

In reality, temporary memory difficulties are a common response to grief.

Employers who understand this can help reduce unnecessary anxiety and self-criticism.

Reduced Productivity

Grief can affect productivity in many different ways.

Employees may:

Take longer to complete tasks
Need more breaks
Find it harder to prioritise
Struggle with complex decision-making
Feel overwhelmed by workloads they previously managed comfortably

For some people, productivity drops significantly in the early weeks and months following a loss.

Others may appear productive on the surface while using work as a distraction from their grief.

Neither response is right or wrong.

The key is recognising that grief can affect performance in ways that are often invisible.

Presenteeism: When Someone Is Physically Present but Struggling

Many organisations focus on absenteeism when discussing grief.

However, presenteeism can be equally important.

Presenteeism occurs when someone is physically at work but unable to function at their usual capacity.

A grieving employee may:

Attend every meeting
Respond to emails
Meet deadlines

Yet still be struggling internally.

Managers may mistakenly assume that because someone has returned to work, they are coping well.

In reality, they may be using considerable energy simply to get through the day.

This is why ongoing check-ins are often more helpful than a single conversation when someone first returns.

Fatigue and Exhaustion

Grief is exhausting.

Sleep difficulties are common following a bereavement, but even when someone is sleeping, the emotional labour of grieving can leave them feeling drained.

Employees may experience:

Reduced energy levels
Difficulty staying focused for long periods
Increased need for breaks
Lower resilience to stress
Emotional exhaustion

Workplaces that recognise this may benefit from considering temporary adjustments such as flexible working, reduced workloads or altered priorities.

Anxiety and Increased Stress

Grief often brings uncertainty.

Employees may be worried about:

Family members
Financial changes
Their future
Their ability to cope
Returning to work

As a result, anxiety can increase significantly.

At work, this might show up as:

Overthinking decisions
Reduced confidence
Difficulty speaking up
Increased perfectionism
Avoidance of challenging tasks

For some people, anxiety becomes one of the most significant challenges they face following a bereavement.

Changes in Confidence

A loss can shake a person’s sense of stability and identity.

Employees who were previously confident may begin to doubt themselves.

They may question decisions they would once have made easily.

They may become less willing to take risks, lead projects or contribute ideas.

This is particularly important for managers and leaders to understand.

A temporary reduction in confidence does not mean someone has lost their capability.

Often, it reflects the emotional impact of adjusting to a life-changing event.

Grief Can Affect Relationships at Work

Grief does not only affect performance.

It can also affect workplace relationships.

Some grieving employees want to talk openly about their loss.

Others prefer privacy.

Some appreciate colleagues asking questions.

Others find repeated conversations exhausting.

At the same time, colleagues may feel unsure about what to say.

This can sometimes lead to awkwardness, avoidance or misunderstandings.

Creating a workplace culture where grief can be acknowledged helps reduce some of this uncertainty.

Not Everyone Experiences Grief in the Same Way

One of the most important things employers can remember is that grief is highly individual.

Two employees who experience similar losses may respond very differently.

For example:

One employee may throw themselves into work.
Another may struggle to focus.
One may want regular check-ins.
Another may prefer space.
One may want to talk about their loved one.
Another may not.

Avoiding assumptions and asking employees what support would be helpful is often the most effective approach.

What Managers Can Do to Help

Managers do not need to become grief experts.

However, there are several practical ways they can support grieving employees.

Acknowledge the Loss

Many employees simply want their loss to be recognised.

A brief, compassionate acknowledgement is often more helpful than saying nothing at all.

Ask What Support Would Help

Rather than making assumptions, ask questions such as:

What would be helpful from us right now?
Are there any adjustments that would support you?
How would you like us to communicate with the team?

Be Flexible Where Possible

Temporary adjustments can make a significant difference.

These might include:

Flexible hours
Reduced workloads
Home working
Additional breaks
Phased returns

Check In Over Time

Support should not stop when someone returns to work.

Grief often continues long after the funeral and immediate practical arrangements have ended.

Regular check-ins can help employees feel supported throughout their grief journey.

Supporting Grieving Employees Benefits Everyone

Supporting grief at work is not about lowering expectations forever.

It is about recognising that people may need understanding, flexibility and support while adjusting to a significant loss.

When employees feel supported, they are more likely to:

Remain engaged
Stay with the organisation
Trust their managers
Feel valued
Return to full productivity over time

Most importantly, they are more likely to feel treated with compassion during one of the most difficult periods of their lives.

Key Takeaways

Grief can affect concentration, memory, confidence, productivity, relationships and wellbeing. These changes are often temporary, but they can have a significant impact on someone’s experience at work.

The good news is that meaningful support does not always require major organisational change.

Often, the most effective response is a combination of understanding, flexibility and compassionate communication.

By recognising how grief affects work performance, employers can create workplaces where people feel supported not despite their grief, but through it.

How Grief Affects Work Performance: What Employers and Managers Need to Know