Sudden death of an employee – how to behave

The death of a loved one and mourning is something thousands of people face every year. The situation affects not only family and friends, but also co-workers – the sudden death of someone in the organization is a shock to many of them. How can employers and HR departments show them understanding and support after the death of a co-worker?

General information for all employees 

In the event of the death of one of the employees, it is essential to inform all employees of the event – not just employees from the same room or team. This is because the deceased person may also have had a close relationship with employees from another department. So the whole company should learn about the situation. It is very important that all employees receive support, as each of them may experience the death of a co-worker in a different way, no matter what their contacts were. It is essential in this case to properly formulate messages and build a sense of understanding. Sometimes a good step will prove to be
psychological support
from a specialist – therapy is able to help cope with the loss.

Contact with the family of the deceased employee

The deceased person’s employer should also remember to contact his family. Sometimes relatives do not want co-workers to know details related to the death, in which case their request should be fully respected. Employees should hear only what the family itself chooses to disclose. An empathetic supervisor will also offer support to the family of the deceased employee; often even just listening to the suffering person is able to bring some sort of solace. The company can also offer psychological care to the deceased person’s relatives. Sometimes this is the only way to come to terms with the loss more quickly.

Commemorating a deceased employee

The deceased employee should be properly memorialized. His memory can be honored at funeral ceremonies – even by just being present. All employees should therefore be informed of the details of the ceremony. The company can organize a charity event in memory of the deceased. It can also be an action to help the family of a former employee – for example, organizing a collection for relatives if they are in a difficult situation.

Time to experience grief

In the event of the sudden death of an employee, it is a good idea to give the remaining employees time to experience mourning. Each of them may go through its stages in a different way and at a different pace. The shock will certainly affect most employees – what they experience afterwards depends mainly on their relationship with the deceased person. Employees should feel that experiencing a loss is important and necessary. If this involves a request for leave or a temporary reduction in duties, it is worth providing them with this opportunity.
It will be difficult for grieving employees to function as before
– supervisor should bear this in mind and allow them to return to fully productive work peacefully.