Glossary
What is Bereavement Leave?
Bereavement leave (also called funeral leave, or even compassionate leave) is a period of time given to employees to take off work in the unfortunate event that a close family member passes away. This leave is an elemental right allowing employees to grieve, attend the funeral, and manage other related affairs without the added stress of work responsibilities. Bereavement leave may be paid or unpaid, depending on the labor laws of the country and company policy.
Although bereavement leave is sometimes referred to as compassionate leave, the latter involves various reasons for taking leave, and only one of them is the death of an immediate family member. Furthermore, the definition of this type of leave varies greatly in the labor laws of different countries, and it is recommendable to consult directly these rules for the specific country.
Bereavement Leave Policy
Implementing a clearly defined company policy that includes bereavement leave shows strong support for grieving employees. Employers must secure legal compliance before finalizing the policy.
The most important elements are:
- Duration: The typical duration of bereavement leave offered in the unfortunate event of the death of a close family member is 5 days. Generally, it ranges from 2 to 5 days.
- Paid or unpaid: Usually, it is either paid or unpaid, although a less common option is a combination of both, depending on the duration of the leave.
- The definition of a close family member: Usually it is limited to the loss of immediate family members: a parent, spouse, sibling, or child. Some policies might also include grandparents, in-laws, and domestic partners. More generous extended leave for close friends or even pets.
- Eligibility criteria: The bereavement policy may also specify exactly who may take this leave. Usually, it is restricted to full-time employees and only in circumstances concerning the death of the closest family member. Although almost all companies offer some form of bereavement leave, eligibility requirements, as well as other specifics, can vary greatly.
- Documentation: Some employers may require proof of death, such as a death certificate, funeral program, or obituary. While this may seem intrusive, a balanced approach that respects employees’ privacy and their loss while complying with a company policy integrity is necessary.
Eligibility
Eligibility for bereavement leave usually depends on the employee’s relationship with the departed member of the family as well as their employment status. This unfortunate event typically includes immediate family members, such as a spouse, a parent, a sibling, or a child. Some policies also extend leave to in-laws, grandparents, and domestic partners. In some cases, a company may offer leave for the loss of close friends or even pets.
Importance of Bereavement Leave
Emotional Support
Bereavement leave provides critical emotional support by giving employees time to grieve and handle personal loss.
Employee Loyalty
Offering bereavement leave demonstrates a company’s commitment to supporting its employees during difficult times.
Productivity
Employees who are given adequate time to deal with their loss are more likely to return to work focused, motivated, and ready to contribute effectively.
Legal Aspects and Global Practices
Bereavement leave laws vary globally. In the United States leave laws, there is no federal regulation mandating paid bereavement leave, except in Oregon and California, which require two weeks of paid leave. In the leave laws of the UK, employees have the right to a “reasonable” amount of unpaid leave, with specific regulations like Jack’s Law for parental bereavement.
We will give you an example: In New Zealand, employees are entitled to three days of paid bereavement leave for close family members and one day for other significant losses. This structured approach provides clarity and support to employees during their time of need.
Leave laws of Portugal define bereavement leave as paid justified absence, but the duration varies from 2 to 20 days. The exact number of days is based on the family relationship between the worker and the deceased.
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