The death of a former employee, client, or other close contact of the business can deeply affect your workplace. Even though the person may not be part of the team day-to-day, their loss can bring shock, sadness, and upheaval. For staff who worked closely with them, the impact may feel as strong as losing a colleague.
As a leader, how you respond sets the tone. A compassionate and structured approach helps employees process their grief, while showing that your workplace values relationships beyond transactions.
Sharing the News
When you learn of a client’s or former employee’s passing, let staff know as soon as possible, ideally starting with those who had the closest connection. Sharing the news openly prevents rumours and gives people space to acknowledge their feelings.
Expect a range of reactions. Some employees may want to talk about the person, others may become withdrawn, and some may appear unaffected. None of these responses is wrong. Respect individual coping styles, and if possible, allow flexibility for those who need space or time away.
Acknowledging the Loss
It’s important to formally acknowledge the loss, even if the person was no longer employed or was “just a client.” Relationships matter, and recognising that can help staff feel supported.
This might include:
- Sending condolences to the family on behalf of the business.
- Arranging flowers or a card if appropriate.
- Sharing memories or reflections as a team.
- Creating a space (physical or virtual) where employees can leave messages or tributes.
These gestures show respect for the individual and validate the grief your employees may be feeling, especially if you involve your team in these decisions.
Attending Memorials or Funerals
If it feels appropriate, check with the family about funeral or memorial arrangements. Some families may prefer privacy, but others welcome the presence of colleagues and clients.
If attendance is possible, allow employees to attend, and where you can, provide flexibility or time off. Attending as a group can provide comfort and a shared way of honouring the person.
Bereavement leave generally will not apply in these situations unless the employee was a family member. Think carefully about how you will approach this before communicating with the team. You may choose to gift the time, but for some workplaces, that may not be financially possible. If employees will need to use annual leave or unpaid leave to attend, be clear and consistent in explaining this to avoid misunderstandings.
Providing Support
Encourage staff to talk with one another about the loss and remind them of available support services. If you have an Employee Assistance Program (EAP), promote it actively and normalise its use. If not, consider offering short-term counselling support or sharing community services such as:
- Griefline: 1300 845 745
- Lifeline: 13 11 14
- Beyond Blue: 1300 224 636
Sometimes, the act of making support visible is enough to help people feel less alone.
Keeping Business Moving, Gently
While the passing of a former employee or client may not create the same workload gaps as losing a current staff member, it can still be disruptive. Projects may need to be reassigned, or client relationships carefully transitioned. Approach these changes with empathy and communicate openly about what’s happening.
It’s not about “business as usual”, it’s about balancing continuity with compassion.
Key Takeaways
- Share the news early and with sensitivity.
- Respect that employees will react differently.
- Acknowledge the loss formally; gestures matter.
- Offer flexibility for employees to attend services.
- Provide access to counselling or helplines.
- Balance the need to keep business running with space for grief.
Final Thoughts
Grief doesn’t only belong to families. When a client or former colleague dies, it can leave a real mark on the workplace. By leading with empathy, acknowledging the loss, and offering support, you show your team that relationships matter and that your business cares about people beyond their roles.
This kind of leadership strengthens trust, loyalty, and resilience, even in the hardest of times.
How We Can Help
At Strawberry Seed, we understand that no two situations are the same. Supporting your team through grief requires sensitivity, clear communication, and often, an outside perspective.
Our team can support your business to:
- Guide leaders in handling communication with staff, clients, and the employee’s family with clarity and care.
- Provide advice on entitlements, legal obligations, and the operational steps that follow a loss.
- Support managers in balancing compassion with the need to keep business moving.
- Develop proactive wellbeing strategies so your workplace feels supported not just in times of crisis, but every day.
We also offer Mental Health First Aid training, giving your team the skills to recognise when someone is struggling and how to respond. And because strong leadership is critical during difficult times, our public and in-house leadership programs, both online and in person, give managers the confidence to lead with empathy, resilience, and clarity.
If your business needs guidance on how to manage workplace grief or strengthen wellbeing support for your team, we’re here to help.
📞 (03) 4216 5200
✉️ info@strawberryseed.com.au
🌐 www.strawberryseed.com.au
