INTHEBLACK November 2026 - Magazine - Page 57
“As a society, we might not grieve those
things [non-death losses]. They are not ‘socially
sanctioned’ types of losses that are commonly
considered to deserve the term ‘grief’.”
Melbourne-based psychologist Yang Yan Poh
says any life event where a loss has occurred can
cause grief. She calls on Elisabeth Kübler-Ross’s
five stages of grief — denial, anger, bargaining,
sadness and acceptance — to explain to clients
how humans experience it. “It is normal to ebb
and flow through these stages.”
WORKPLACE IMPACT
Grief is not only an emotional response, says
Breen. It is also physical and psychological,
and can impact all facets of life, including work.
“It is common for grieving people to report
that their memory and concentration are
affected,” she says. “Some report making
more mistakes at work in the weeks and
months after a loss. People with public-facing
jobs or who work in places with lots of noise
can report difficulties with those kinds
of environments, too.”
People experiencing grief may appear
distracted or unmotivated, Poh says. “They might
miss deadlines or look exhausted because their
sleep could also be impacted.”
Professionals coping with grief at work may
choose to meet with their manager to discuss
if adjustments can be made to their workload
and deadlines.
“They can use leave entitlements and
flexible work arrangements where available,
and may seek support via an employee
assistance program,” Breen says. “It is
important for professionals to understand
grief, recognise its impacts at work and be
gentle with themselves.”
Breen also suggests setting boundaries with
colleagues about what can be discussed and
what is off limits.
“That could be letting people know it is OK
to talk about a deceased person, for example,
or preparing short, polite responses to enquiries
such as ‘I appreciate your concern, but I am not
ready to talk about it’.”
Poh views grief through a social lens, which
emphasises the role community support plays
in helping an individual recover. “Knowing you
are not alone is important.
“Acknowledging pain is a very difficult thing
for a lot of people. This is where community can
help, even if it is simple things like checking in
or inviting them for a meal.”
LISTEN
Poh likens grief to a physical injury.
“Realistically, you are not going to be able
to manage the same number of tasks as
before your injury,” she says. “Give yourself
time. Take leave if necessary and prioritise
your wellbeing.”
to this story
HOW MANAGERS CAN HELP
Supporting grieving employees at work begins
with creating psychologically safe workplaces.
The combined cognitive, emotional and physical
effects of grief make individuals vulnerable,
Poh says.
“It is important for employers to create an
environment where employees do not fear
professional or social repercussions [from
their reduced capacity].”
Kindness and empathy should underpin
a manager’s approach to supporting an
employee dealing with a loss.
“Managers need to realise that they cannot fix
the situation — and they do not have to try to
fix it — but they can respond with compassion,”
Breen says.
When appropriate, a manager can acknowledge
the loss by organising a gift such as flowers or
a food delivery. When writing on a card, “short,
simple messages like ‘thinking of you at this time’
can be incredibly powerful”, Breen says. “It is best
to avoid clichés or platitudes, such as ‘everything
happens for a reason’, which can often do more
harm than good.”
Taking initiative can help ensure an employee
feels supported.
“Instead of saying, ‘Let me know if you need
anything’, a manager can be proactive in
reaching out and reminding employees about
leave entitlements, flexible work arrangements
and the employee assistance program,” Breen
says. “It is also useful to ask direct questions
such as ‘What would be helpful from us right
now?’ or ‘Is there anything you would like me
to share with the team?’
“Some grieving people view work as a break
from their grief and the turmoil that they might
be experiencing, whereas others want to share
their experience with colleagues,” she says.
“Both perspectives should be respected.”
Finally, Breen notes, grief does not follow
a set timeline.
“Grief comes in waves over time,” she says.
“A manager can acknowledge this by providing
an anniversary card or a note to indicate
that they are thinking of the employee and
their loss.” ■
READ
an article about
sick leave and
self-care
READ
an article about
innovations in
death care
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