A guide for HR professionals in dealing with loss in organizations.

In HR, there are a handful of situations you never hope that you will have to encounter. My hope is that this guide is something you never have to use. But, for all practical intents, it is better to have this than nothing at all.

I write this guide as a means of processing my own grief with the passing of one of the employees at a prior company.

As you read this, know that I do not have any formal background in counseling or social work. My hope is to structure a plan in a way that minimizes trauma-related impact. This guide has empathy at its core, but I strongly encourage you partner with counseling services through an EAP to guide your process.

With a sudden passing, think of the family first. As well, death at work may impact employees in ways that you may not foresee. When you don’t have the words, it’s OK. Being there is more important than having the perfect thing to say.

Your role as an HR person

As a People person, you will wear many hats when working through death at work. First among them, the organization will look to you for guidance. But it is OK to remember that you are human. You wont do everything perfectly. But it is your opportunity to help the organization navigate a trying time. Likewise, keep space for your own wellbeing.

Resources to provide to your team

• EAP (your EAP may offer programs beyond a number for employees to call into. They may also facilitate sessions with a social worker in a group setting / 1:1 setting, etc.)
• Listening sessions (it may be helpful to engage your EAP for this so a trained social worker can facilitate).
• HRBPs (as an outlet for employees to reach out to)
• Time off and work flexibility
• Wishes provided by the family for remembrance (condolences website, where donations to important causes can be made)

Internal Management

Project Management Mindset

You should plan with a project-based mindset. At first, it may seem odd to create a ‘project plan’ for an employee’s passing. But the reality is that there are many moving parts and considerations. Most paths for informing people will not be ideal. But you want to keep people aware of who is taking lead with the family, how you will provide support (to the family and to employees) and resources available.