For HR and managers

Loss Is Already Part Of Your HR Team's Work.

At a 500-person company, about 55 employees will lose someone close this year. At 5,000 employees, it's around 550. Bereave gives HR and managers a repeatable way to handle every case, with the right policies, resources, guidance and return-to-work support already in place.

See the HR view →Book a demo

Scripts, cases, playbooks, communication tools and reporting in one place.

HR workspace
People Team HR
Employee Cases
Manager Tools
Playbooks
Messages
Reporting
Active support
Employee cases
+ New case
Open cases7
Returning this week2
Follow-ups due4
Jamie R.Loss of spouse
Day 3 of leave
On leave
View
Marcus T.Loss of parent
Returns Friday
Return plan
View
Avery S.Loss of sibling
30-day check-in
View
Robin K.Loss of loved one
Anniversary soon
View
Manager prompt TodayJamie returns tomorrow. A simple check-in can make the first day back easier.
Suggested opener: I'm glad you're back. We can take today one step at a time.
Why managers freeze

Good managers still need the words.

Most managers are good people who freeze when an employee loses someone. They were promoted because they hit their numbers. Almost none of them were ever taught what to say when a team member's wife dies.

So they say too little, or the wrong thing, and a hard moment quietly gets harder. Bereave hands them the words.

01 Know what to sayRespond with the right words.Give managers simple guidance for the first conversation so they know how to acknowledge the loss and support the employee.
02 Know what to doFollow a clear response plan.Show managers what needs to happen next, including leave, team communication, check-ins, and the right HR steps.
03 Return to workHelp them come back with a plan.Give managers practical guidance for the first day back, workload expectations, and the follow-up conversations that come after.
What HR and managers get

One workplace system for every loss.

Managers get guidance in the moment. HR gets a repeatable process, visibility into every case and a record of what still needs attention.

Manager scripts and prompts

Give managers the words before they need them.

Guidance for the first conversation, the check-ins that follow, and the dates that matter, like the funeral, the first day back, and the anniversary most companies forget.

Conversation guidanceWhat to say in the moments that matter

Each script is paired with a short note on why it works, and what to avoid instead.

What to sayAdapt to your relationship with the person
When they first tell you
"I want to acknowledge what you're going through. We're here and we want to support you however we can."
Acknowledges the loss directly and gives the manager language they can use immediately.
Offering help
"I'm going to check in with you Tuesday. What time works?"
Specific and proactive, instead of putting the decision back on the grieving employee.
Employee Cases

Start the response in minutes.

Launch a leave, assign tasks, and send the right internal notes in minutes, instead of building each response from scratch.

CSCases
Create a new case
Create communication plans, assign tasks, and support your organization when a loss occurs.
EmployeeCollaboratorsType of lossDate of lossStatus
Jordan Lee
AMHR
Loss of Parent8/5/2026In Progress
Monica Patel
KSHR
Loss of Spouse7/18/2026Return Plan
Andre Williams
JTHR
Loss of Sibling6/30/2026Completed
Sarah Kim
MLHR
Loss of Grandparent6/12/2026Completed
Customizable Playbooks

The process is yours to shape.

Your policy and your voice carry through every case. Start with Bereave's response plans, then edit the steps, language, resources and internal guidance to fit your organization.

Company policies, EAP information and internal resources can live directly inside the flow, so managers do not have to search for the right document during a crisis.

Active caseJordan Lee Loss of Parent
28% complete
Loss DetailsEdit
Employee: Jordan Lee
Lost person
Parent or Parental Figure   Robert Lee
Date of loss
8/5/2026
People with access (3)Manage access
AMAvery MorganManager
DPDevon ParkerEditor
HRPeople TeamViewer
Search collaborators...
AMAvery Morgan
DPDevon Parker
RSRiley Stone
Initial Communication & Expectations 1/4In progress
Review company policy. How does it apply here?
Summary
Confirm that the policy applies and identify any accommodations, exceptions or communication needs.
Learn More
DPAssigned to Devon Parker
Notes
Add notes here
Resource Package 0/2Not startedOpen
Employee Communication & Alignment 0/3Not startedOpen
Responsibilities & Special Considerations 0/2Not startedOpen
Return-to-Work 0/12UpcomingOpen
Return-to-Work Support

Bring employees back with a plan.

Build a thoughtful return around workload, manager check-ins, schedule changes and the support an employee may need in the first days and weeks back.

Return date confirmedJordan returns MondayManager and HR have a shared plan ready before the first day back.
Return-to-work plan3 actions ready
1
Confirm first-week workloadManager reviews priorities before Monday
Manager
2
Set the first check-inPrivate conversation scheduled for day one
Day 1
3
Plan the next two weeksAdjust workload and follow-up as needed
HR + Manager
Analytics and Insights

Know what is happening across every case.

Every open case, how long each leave has run, and what still needs attention, in one place.

AnalyticsExplore platform metrics and bereavement support across your organization.
Last 30 Days
Active Cases Last 30 Days4 caseswith checklist activity in range
Active Checklists Last 30 Days4 losseswith checklist activity in range
Responsiveness Score Last 30 Days100.0%of losses have an active case
Manager Access As of Today50 / 50managers logged in
Checklists by Type Last 30 Days
Parent 1Sibling 1Grandparent 1Close friend 1
Manager Readiness As of Today100%completed essentials
Product walkthrough

See the HR and manager experience for yourself.

Walk through employee cases, manager guidance, playbooks, communication tools and reporting inside Bereave.

Why employers choose Bereave

A better employee experience when it matters most.

Bereave is practical support for a life event that touches every workforce. Employees feel less alone, families share the load, and your company shows up with more than a policy or an EAP number.

For every employee

It applies to your whole workforce.

Every employee has someone they love. Loss support is not a niche benefit.

For employees & families

People feel less alone and share the load.

One trusted place to divide responsibilities and move forward together.

For the employee experience

People remember how you showed up.

The hardest weeks of someone's life shape how they remember their employer.

For HR & managers

It strengthens what you already offer.

Bereave fills the gap between leave, policy, EAP, and mental health support.

Critical guidance in the toughest moments.Book a Demo →
Proof

It works, and your HR team will feel it.

Support that builds confidence
88%

Bereave makes HR leaders 88% more confident in handling bereavement situations.

100%

of surveyed customers would refer Bereave to another HR team.

Give every manager a plan before the next loss happens.

See the manager and HR tools in action and how they fit around the policies and benefits you already have.

See the manager and HR toolsBook a demo
...