Supporting Employees Through Tragedy in the Workplace: Practical Guidance for HR and People Managers

When tragic public events occur, employees often bring their emotions to work. Some may struggle to focus, while others need space to talk or time away. Managers and HR professionals are on the front lines of supporting teams through these difficult moments.

Step 1: Acknowledge the Event

A simple, compassionate acknowledgment—“I know many of us may be impacted by yesterday’s events”—shows awareness and humanity. Avoid speculation or political commentary. Keep the focus on employee well-being.

Step 2: Reassure Around Safety

Public acts of violence often leave employees questioning their own security. Managers should review workplace safety procedures, remind employees of emergency protocols, and direct them to HR or leadership for any concerns.

Step 3: Offer Flexibility and Support

Be proactive in reminding employees about mental health resources, Employee Assistance Programs (EAPs), and available time-off options. Flexibility in scheduling or workload can make an enormous difference for employees coping with trauma.

Step 4: Create Safe Spaces for Dialogue

Some employees may want to talk; others may prefer silence. Managers can create optional opportunities for team check-ins, but participation should never be forced. Respect for diverse coping styles is essential.

Step 5: Escalate When Needed

If an employee shows signs of significant distress, managers should connect them with HR or EAP resources rather than trying to “solve” the issue themselves. Knowing when to escalate is as important as offering support.

Bottom line: HR and managers have the power to transform the workplace into a source of stability and care. By combining acknowledgment, reassurance, flexibility, and resources, leaders can help employees navigate public tragedies without feeling alone.