A thesis submitted in partial fulfiment of the requirements for the degree of Doctor of Philosophy (PhD) in Community Psychology in the Department of Psychology at the University of Zululand, 2009 / This study which sought to understand the psychological wellbeing of bereaved employees and the support they receive within their working environment used a convenient sample of 209 participants that included bereaved employees, managers, supervisors and human resource officers from various organisations in the province of Kwa Zulu-Natal. Both qualitative and quantitative methods were utilized in this study. Findings showed that: (a) At times bereaved employees were not well supported when resuming work after the funeral. (b) Support offered before the funeral was sufficiently adequate in the majority of Organisations but still warrants improvement. (c) Some bereaved employees who developed complicated grief did not receive adequate psychological intervention that they deserve. (d) Mostly feelings of disturbances interfered with job performance. (e) The current Family Responsibility leave was inadequate for those bereaved employees whose culture demanded more days to cope with bereavement rituals. (f) The Employment Assistance Programmes that most organisations depend on were largely ineffective in dealing with bereaved employees who need counselling or psychotherapy. The implication of the findings pointed to a need for organisations to have clear bereavement policies and support programmes for bereaved employees.