Caroline Taylor: Understanding and supporting colleagues with prolonged grief disorder 

Everyone will experience grief at some point in their lives and for some, it may manifest as Prolonged Grief Disorder. The likelihood is that you or a colleague will have already experienced it, and more than once.

In the UK, it is estimated that a quarter of working age adults experience a death or loss each year and nearly two thirds of employers have at least one employee who goes on bereavement leave each year.

We are all different, and death affects individuals in a range of ways. Some will seek to ignore the situation and keep on working, whilst others may break down completely.

There is no way of telling what will happen, so employers need to be flexible in their approach to grief in the workplace and the support they provide individuals.

What is grief?

Grief is the psychological, social, emotional and biological responses following the loss of a loved one. Mourning is a period of adjustment to the loss of a valued person which is not necessarily problematic. There are seven stages of grief:

Shock – or surprise about the loss. This can happen when a death is expected.

Denial or disbelief – this is a mismatch between feelings and facts.

Frustration – recognising that life is different which can lead to anger at times.

Depression – this is the first stage of full acceptance of the loss.

Experiments – engaging in a new situation without the loved one.

Decision – learning how to adapt to a new life without a loved one and starting to feel more positive.

Integration – life changes are integrated, and the person is renewed.

Most people recover from grief adequately within a year of the loss, however, some individuals experience an extension of the grieving process. This condition is known as Prolonged Grief Disorder and symptoms can include sadness, tearfulness, insomnia, as well as physical symptoms such as cardiovascular syndromes, chest pain, shortness of breath, and abdominal distress.

The condition is estimated to affect as many as 7% of bereaved individuals, so it may be that someone in your workplace has it right now.

What factors can increase the risk of Prolonged Grief Disorder? 

Traumatic circumstances such as the death of a spouse or a child, the death of a parent in early childhood or adolescence, sudden, unexpected and untimely deaths, multiple deaths (particularly disasters), and deaths by murder or manslaughter can prolong grief.

Vulnerable people such as those with low self-esteem, low trust in others, previous psychiatric disorders, young age of the deceased, lower perceived social supports, and dependent or interdependent attachment to the deceased person, are also more at risk.

How can you support employees with Prolonged Grief Disorder?

The disorder can impact people’s ability to carry out their role at work, as essential aspects of daily functions can not be carried out. There are reliable questionnaires available online that employers can use to determine if someone has Prolonged Grief Disorder, such as the Brief Grief Questionnaire and the Inventory of Complicated Grief.

If it is suspected that an employee has the disorder, employers can help individuals to seek third party support, such as Cognitive Behavioural Therapy, which is aimed at promoting adaptation to the loss, including acceptance of the loss and restoring a sense of meaning and satisfaction in life without the deceased loved one.

Bereavement support groups can also provide a useful source of support. They can help people feel less alone and help them avoid isolation that can increase the risk for prolonged grief disorder.

Other workplace support can include:

Expressing your condolences: Let the employee know you’re there for them, either in person or with a note.

Asking how they’re feeling: Ask how they are doing and how you can help. You can also invite them to share how they’re feeling and have open conversations. This will help you to ascertain if they have Prolonged Grief Disorder and also help you to know what type of support to provide them.

Offering practical help: You can offer to help with tasks like picking up groceries, taking care of pets, or coordinating meal deliveries. You can also offer flexible working hours, additional breaks, adaptations to their job role, or time off.

Respecting their space: Give them time alone or with their family. You can also ask if they want you to tell the team about their bereavement.

Checking in regularly: Speak to the individual regularly to show you care. You can agree on how often you’ll check in.

Considering bereavement leave: Providing paid time off can help employees process their emotions and attend to personal matters. You can also help plan their workload while they’re off, such as pushing back deadlines or having someone else take on a project.

Although there is no “cure” for grief, there are a myriad of ways you, as an employer, can support individuals in the workplace. It all begins by making sure employees understand there is an open forum for conversations about grief and comfort in knowing they are not alone, but supported during this time.