Empathy’s latest research shows the long-term effects of loss on employee wellbeing and what it really takes to support your workforce through life’s toughest moments.
Loss is one of the most universal life events. And yet, in many workplaces, it remains one of the most unsupported experiences through benefits.
Most companies offer a few days of bereavement leave and EAPs to help support mental health. But what happens when an employee returns to work while still deep in grief, juggling probate logistics, estate paperwork, childcare, and emotional exhaustion?
According to Empathy’s 2025 Grief Tax research report, the toll of loss is far greater and longer lasting than most employers realize.
The compounding health impacts of the Grief Tax
Grief is both emotional and physical.
92% of people in our study experienced at least one health impact after a loss.
88% reported anxiety.
80% experienced confusion.
83% faced sleep disruption.
66% experienced panic attacks.
66% reported frequent illness or suppressed immune system.
On average, people reported experiencing 6 symptoms, and just under 70% sought professional help for support. Executors—those managing the affairs of a deceased loved one—reported dealing with these health impacts for up to 12 months or longer in many cases.
The Workplace Cost of Grief
When grieving employees return to the workplace, they’re still navigating a second shift: handling paperwork, legal processes, and deep emotional stress. The result is measurable disruption to performance, confidence, and engagement.
Our research found that:
94% of grieving employees had trouble concentrating.
91% were significantly less productive.
83% said their professional reputation declined.
79% considered quitting their job.
Executors reported experiencing more than five of these work-related disruptions, lasting an average of 17 months. That’s nearly six business quarters of reduced capacity, elevated stress, and risk of burnout.
How Employers Can Build a Grief-Literate Workplace
Employee wellbeing initiatives often focus on prevention and performance, but they must also include recovery and resilience.
Being a grief-literate employer means:
Understanding the full arc of what employees go through before, during, and after a loss.
Equipping managers to respond with empathy and structure.
Offering benefits that extend beyond leave and provide real, ongoing support.
If you’re ready to move from reaction to prevention and meet employees with the clarity and care they need—start here:
Download the Grief-Literate Employer Checklist
This resource breaks down actionable steps across policies, benefits, and culture to help your teams feel seen,and empowered during one of life’s most challenging transitions.
Read The Grief Tax: Empathy’s 2025 Research Report
Uncover the data behind grief’s hidden toll and what employers can do to reduce it.