Bereavement is quietly one of the biggest drivers of turnover many companies never measure. If Bereave helps retain even a small share of employees who are at risk of leaving after a loss, the benefit can pay for itself many times over.
Use your employee count, salary assumptions and the share of at-risk employees you believe Bereave could help retain.
Bereavement touches retention, productivity, healthcare spend and the way people talk about your company.
One in nine employees will lose a loved one this year. Half of people who lose someone close leave their employer within twelve months.
Practical guidance, human help and a clearer return-to-work experience give people more reason to stay.
Settling affairs can take more than 500 hours across sixteen months. That work often spills into the workday.
Checklists, guidance and services help employees spend less work time figuring out what to do next.
A death in the family can raise healthcare use by 20% to 30%, which can flow into medical spend.
Bereave cannot remove grief, but it can remove some of the chaos around it and guide employees to the right support.
Grief handled poorly spreads through teams, reviews and candidate research.
Clear guidance and consistent support help employees remember care instead of confusion.
See what the cost of one resignation looks like next to the cost of supporting employees through loss.
