Supporting grief, not paperwork: Reducing bereavement admin
When a loved one passes away, employees are not only grieving but are often immediately tasked with an overwhelming number of administrative duties, from registering the death and arranging funerals, to managing estates, documents, and financial obligations.
This hidden burden, sometimes referred to as “death admin,” can have a significant impact on employee wellbeing, productivity, and mental health.
For HR managers and benefit decision-makers, understanding and addressing this burden is increasingly important as part of a comprehensive employee support strategy.
Scope of the administrative burden
Following a death, families must typically complete more than 30 administrative tasks in a short period of time. These can include:
- Registering the death and obtaining certificates
- Notifying banks, insurers, and government bodies
- Organising the funeral and comparing service providers
- Managing wills, probate, and legal documentation
- Handling digital legacies and closing accounts
Many of these tasks are time-sensitive, emotionally charged, and complex—especially if the death was unexpected or occurred abroad. For employees, this means juggling demanding logistical responsibilities alongside their grief and work duties.
Human impact on employees
Bereavement affects more than just the individual. In many cases, employees are responsible not only for managing arrangements for parents, partners or children, but also for supporting other grieving family members.
The emotional weight, combined with time pressures and unfamiliar processes, can lead to stress, burnout, and extended absence from work.
Employees in the “sandwich generation” may be caring for both children and elderly parents, making this period particularly difficult. Without sufficient support, they may feel isolated or forced to return to work before they’re ready, impacting both their wellbeing and overall team morale.
Why employer support matters
Offering meaningful support during bereavement isn’t just compassionate - it’s a reflection of a workplace culture that values people first.
Many organisations now recognise that helping employees navigate end-of-life matters, whether through policy, practical tools, or third-party resources, is just as important as offering mental health or family care benefits.
Forward-thinking employers are increasingly:
- Extending bereavement leave policies
- Providing guidance on handling death admin tasks
- Offering access to legal, funeral planning, and grief support services
- Encouraging flexible or phased returns to work
These measures not only help employees manage personal responsibilities, but also reduce absenteeism, improve retention, and foster a culture of empathy and trust.
Supporting families across generations
In today’s workforce, support that extends beyond the employee - such as assisting with arrangements for parents, spouses, or dependents - is becoming more relevant. Multigenerational benefits acknowledge the realities of modern life and help employees feel prepared for both expected and sudden loss.
Whether through internal HR initiatives or by offering access to external advisory services, removing the administrative burden of death allows families the space and time to grieve. It’s not about fixing grief - it’s about giving employees the dignity and support they need to navigate it.
Supplied by REBA Associate Member, Everest Funeral Concierge
“Support you can count on when it matters most”