The Grief-Literate Workplace of 2035: A New Era of Support

The way we grieve and the way workplaces respond is changing rapidly. What was once a hushed, almost taboo topic in professional life is now being recognized as a vital part of a healthy workplace culture.

By 2035, grief-literate companies will not be rare. They will be the standard.

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Why the Landscape is Changing

Several forces are converging to reshape how organizations support grief.

The Demands of a New Generation

Younger workers are vocal about what they expect from employers. They want workplaces that value well-being, mental health, and the full spectrum of an employee’s life. That means a more flexible, human response to personal crises, including loss.

The old “suck it up and get back to work” mentality is being replaced with a call for policies and practices that meet people where they are during life’s hardest moments.

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The Seismic Shift of 2020

The events of 2020 brought widespread loss and illness, while also blurring the lines between personal and professional life. At the same time, the sudden shift to remote work and flexible schedules proved that businesses could adapt quickly when needed. These changes exposed how inadequate many bereavement policies were and accelerated a national conversation about what meaningful employee support should look like.

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A Growing Wave of Legislation

While the United States does not have universal or comprehensive bereavement leave laws, there is a clear trend toward the expansion of employee rights and protections. In recent years, more states and cities have begun to strengthen employee leave protections, and bereavement is increasingly being included in those provisions.

Some laws explicitly mandate bereavement leave. For example, Oregon’s Family Leave Act mandates that most employers provide eligible employees with up to two weeks of unpaid leave per family member, allowing workers to grieve, make arrangements, and attend funerals. Similarly, Illinois’ Family Bereavement Leave Act provides eligible employees up to two weeks of unpaid leave for the death of a family member, pregnancy loss, failed adoptions, and other fertility-related losses.  

Currently, there are several states that are considering legislation that would expand access to bereavement leave. Some jurisdictions are taking a broader approach by updating family and medical leave laws to cover additional reasons for absence, including bereavement. In these cases, employees can often use existing leave banks, such as paid sick leave, to grieve without penalty.

Although these policies are patchwork and vary widely in scope, they signal a cultural and legislative shift. As more states pass similar measures, and as federal conversations around paid family and medical leave continue, bereavement leave is inching closer to being recognized as a basic workplace right rather than a discretionary benefit.

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Lessons from Abroad

Many countries outside the United States have adopted bereavement leave policies that provide more generous and consistent support for grieving employees. These often include guaranteed time off, compensation during leave, and broader recognition of family loss as a legitimate reason to step away from work. 

While international approaches vary, the global trend reflects a stronger commitment to employee well-being during times of grief. As workplaces become more globally connected, U.S. employees are increasingly looking to these standards to remain competitive in attracting and retaining talent. 

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When Even the Military Changes

Even traditionally rigid institutions like the U.S. military are recognizing the impact of grief on performance and well-being. In recent years, military policy has expanded to provide up to two weeks of non-chargable bereavement leave for service members after the loss of a spouse or child. Additionally, they may use this leave in combination with other available leaves (e.g., convalescent leave, emergency leave of absence).

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The Rise of the Grief-Literate Company

By 2035, workplaces will evolve to embrace what can be called "grief literacy." This isn't just about offering more days off; it's about embedding empathy, understanding, and practical support directly into everyday work life. Bereavement leave will extend beyond immediate family to include a wider circle of loved ones, reflecting the diverse ways people define family today.

Key features of a grief-literate workplace:

• Expanded Paid Bereavement Leave: With no federal mandate for paid bereavement leave, many employees must choose between grieving and earning a paycheck. Even a blend of a few paid days with additional unpaid time would give employees space to heal without unnecessary financial pressure.
• Inclusive Definitions of "Family": Policies will reflect the realities of modern relationships. This means recognizing partners, extended family, close friends, and pets. 
• Train Leaders in Grief Communications: Leaders will be trained to approach grieving employees with sensitivity, use thoughtful language, and recognize when someone may need additional support.
• Provide Accessible Support: Employees will have knowledge and easily accessible access to policies that may apply to them, support systems such as EAP, wellness, mental health resources, and other resource lists. 
• Flexible Work Arrangements: Companies will offer flexible schedules, temporary reduced hours, or remote work options to help employees not only grieve but also manage practical matters like funeral arrangements, estate issues, and other responsibilities that come with loss. 
• Culture of Compassion: Employees will feel comfortable expressing their grief at work, knowing they are supported and their job security is protected. Leadership will model empathy and create an environment where discussing loss is accepted without fear of judgment or repercussions.

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Advocating for the Future

The vision of a grief-literate workplace in 2035 is not a fantasy; it's an achievable and necessary evolution. Employers who embrace these changes now will not only attract and retain top talent but also build more resilient, compassionate, and ultimately, more productive organizations. The landscape is changing, and the time to cultivate a truly supportive workplace for those experiencing loss is here.

To help employers and leaders navigate this vital shift, we offer a comprehensive grief course designed to deepen understanding, improve communication skills, and equip teams to support grieving employees effectively.

Alongside the course, our curated resources, including policy templates, leadership guides, and communication scripts, make it easier to implement meaningful change.

If you’re ready to foster a more supportive, resilient workplace, explore our grief course and resources today, and join the movement toward truly supportive work environments.

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