Support After Bereavement

Author : CPHR Alberta 

On April 28, we observe the National Day of Mourning, a time to pay tribute to and commemorate those who have been lost or harmed in workplace incidents. In light of this day, we seek to harness this collective awareness to encourage employers and organizations to reexamine their bereavement policies, with a focus on providing ongoing support to individuals after a loss. It is essential to recognize that the process of grieving extends well beyond an employee's return to the workplace; therefore, proactive measures taken in advance can greatly assist during such trying times. Grief is a unique and individual experience, and each person navigates it in their own way.

Acknowledgement and Compassion 

Numerous individuals seek acknowledgment and support when navigating loss, emphasizing the significance of respecting their boundaries on the matter. When an employee confides in you about a loss, it is crucial to inquire about their preferences regarding communication with colleagues and reassure them of your commitment to honouring their privacy, should they desire it.

Please make sure to regularly check in with the employee and establish a space of open communication where they feel comfortable sharing their thoughts and needs as they cope with their loss. Given that their needs may vary on a daily basis, it's crucial to provide a safe and supportive environment for them to express their evolving requirements.

As a supportive colleague, when someone shares their experience of loss with the team, it's important to show them that their feelings are recognized and valued. Take the time to acknowledge their loss, inquire about how they are feeling that day, be attentive to their needs, and offer them the chance to open up to you whenever they feel ready.

Flexibility 

Providing employees with a flexible work environment is a wonderful way to support them as they transition back to work. Each day may present its own set of challenges, some of which may be more difficult than others. Allowing employees the option to work from the comfort of their own home can help simplify their daily tasks. Encourage discussions about their workload and ongoing projects. Offer to help with any tasks they may need assistance with as they adjust to being back at work. Emotions can arise unexpectedly, so it's important to let employees know that they have the freedom to take a moment to process any strong emotions that may come up during the workday. They should never feel pressured to carry on with their tasks if they are struggling with tough feelings.

Provide professional support and resources 

Collaborate with businesses to provide training sessions and workshops aimed at empowering your team members with essential skills to navigate difficult times, including insights on the grieving journey, active listening techniques, and fostering empathy. Be prepared with a roster of experts for when challenges arise. Offer mental health resources, access to professional services, and promote self-care practices to aid employees in their healing process.

Understand the company EAP and recommend options for the employee to utilize the available resources.  If EAPs are not a feasible option, look into creating an Employee Assistance Fund. This was previously done by U.S. Bank, funded by employee contributions with donations matched by the company. Read more about this opportunity here. Many colleagues may want to support individuals grieving; this allows them that opportunity while the grieving employee can maintain privacy for what they may need support with. 

Another option is to create a fundraiser on behalf of the employee (with their permission) and ask colleagues to support them however they can. 

Navigating grief in both professional and personal settings can present significant challenges. It is crucial to offer support to our employees and coworkers, recognizing that each individual copes in their own way. Proactively preparing for these situations is key to avoiding a hasty reaction when faced with them. Shying away from discussions about grief serves no one well. Initiate these conversations today and equip yourself with the necessary resources to handle such circumstances, which are bound to arise.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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