Grief is common in the workplace, as most adults spend a good amount of time at work. Workers experience a variety of loss that includes death of a child, a parent, a grandparent, a companion animal, or a friend. Most organizations’ formal response to a bereaved employee is to allow for paid days off to attend a funeral. The number of paid days allowed would depend on the bereaved worker’s “closeness” or “attachment” to the deceased, as determined by the organization. However, when a formal bereavement policy is applied to every bereaved employee, it may miss out on a worker’s peculiar attachment experience to the deceased. After funerals, however, grief continues in the workplace. But some bereaved workers have “hidden” grief because they believe they do not fit into the organization’s bereavement policy on who should be bereaved (e.g., a lesbian with a miscarriage). Also, hidden grief may occur when a bereaved employee believes that taking time off work would reinforce stereotypes about their incompetence (e.g., a minority group member). And if a bereaved employee perceives that their job is insecure (e.g., a sportsman/sportswoman or a probationary worker), he or she is less likely to take time away from work. A commonly asked question of the bereaved about the deceased is “What caused his/her death?” Also, a commonly used term is “death” or “loss.” Yet these may be inappropriate approaches in interacting with the bereaved in a culturally diverse workplace. Suggestions are made on culturally sensitive ways of handling bereavement in the workplace.