Bereavement Leave -> Paid, unpaid and for whom?

It’s most certainly something that happens in life AND it’s something we’re almost never prepared for as humans.? Even IF we know it’s coming it’s a loss, a serious one, a heartbreaking moment and we need time to grieve.? AND we all know everyone grieves differently.?

As leaders and employers, we support our employee’s whole life.?

((pause…LeiLani steps on top of soap box))

If you do not do this there’s a whole other blog I could write on the subject but let me put this in a few words for ya…We all should care for our employees not only on the job but off the job and this includes when life happens and they need time off and support to handle it, whatever it may be.? Yes, it costs money but the impact it will have on their hearts, your willingness to give time off and pay for that time off, if you’re financially able, will be paid back in spades with their commitment to their work and you as a leader.? Employees and their lives always come first!

((LeiLani gets off soap box))

So when someone passes we need time off aka Bereavement Pay. Now the questions that arise are:

• Do we legally have to pay for Bereavement Pay?
• How many days is appropriate to give?
• Paid or unpaid days?
• Over what duration?
• For whom?
• Can I ask for proof?
• What if they run out of Bereavement Pay?
• Is there anything else I should know about?

Everyone go grab your Employee Handbook and read your current policy.? If you don’t have one, give us a call .

((LeiLani waits for you to read it))

Now that you know what your policy says we shall proceed with the answers:

• Do we legally have to pay for Bereavement Pay??

Nope.? That doesn’t mean you shouldn’t.

• How many days is appropriate to give??

Generally, employers give three paid days for immediate family, and one unpaid day for anyone else.

• Paid or unpaid days?

See above.

• Over what duration?

I’d encourage you to allow the person dealing with the passing of a loved one to choose.? Maybe they don’t need it right away.? Maybe sporadically over the next few months.? Let them decide and give them the responsibility of letting you know with at least a few days' notice.

• For whom?

Here’s where I have seen some “crazy” stuff.? Your definition of “immediate family” may be different from theirs.? I’ve seen employers argue over step-parents, domestic partners, step kids…let’s not be silly here.? Immediate family is parents, siblings, spouse and children.? IF your employee feels they were very close to another family member outside of that, allow them the three days.? This is not the time to split hairs.

• Can I ask for proof?

Yes, but ask everyone not just the one you don’t trust.??

• What if they run out of Bereavement Pay?

Then allow them to take sick days, vacation days, unpaid leave, whatever they have at their use in your company.? People need time to grieve and we all know it’s more than three days sometimes.??

• Is there anything else I should know about?

If a temporary disability arises from the grieving process (or permanent…I can’t think of one but you never know) they may be entitled to a leave of absence under the Americans with Disabilities Act.? <- at this point I would suggest consulting your neighborhood employment attorney.? If you don’t know one ask me…I know the BEST.

A death in the family is tough.? A death in your friend group is tough. I strongly encourage you to offer Bereavement Pay if you do not.? It’s not like death in the family happens often and we should be there to support our people.

If you had comments to add, info and/or your own insight I would love to hear from you in the comments below.??

If you liked this edition of my newsletter please share to your LinkedIn feed!? It’s much appreciated!

Sending much love to you especially if you have recently experienced a loss in your friend or family groups.? BIG HUGS and healing is coming your way!

-LeiLani

LeiLani E. Quiray is the Founder and CEO of be the change HR, Inc ., certified Minority and Woman owned, a conscious company and social enterprise, providing HR support for small-to-medium sized businesses in any facet of HR from pre-hire to post-term and everything else that happens in between. She and her team also teach free job readiness courses and provide free coaching to trafficking survivors.? Her team is not only HR Pros, they are Life Changers.?