Leave and Pay - The Right To Time Off For Bereavement

It is important for employers to be sensitive to the needs of individuals who are experiencing grief and to consider their physical and emotional well-being, even after they have returned to work. Grief is a personal and non-linear process, affecting individuals differently and at different times following a death. Legally, employees have the right to time off if a dependent dies. A dependent can include a spouse, child, parent, or someone who lives in the employee's household and relies on them. The law does not specify a specific amount of time off, but it should be considered reasonable and can include time for dealing with unexpected issues and emergencies related to the dependent, including attending a funeral.

Whether this time off is paid or unpaid depends on the employer's policies. Some employers may offer paid leave for bereavement, while others may not. It is advisable for employers and employees to refer to the employee's contract or the organization's bereavement policy to understand the specific provisions regarding leave for bereavement, including the duration and whether it is paid. Such policies may be referred to as compassionate, bereavement, or special leave.

How much leave can be taken

The law does not say how much time can be taken off if a dependant who is not someone's child dies. It simply says the amount should be 'reasonable'.

This time off is for dealing with unexpected issues and emergencies involving the dependant, including leave to arrange or attend a funeral.

Check your bereavement policy

If your organisation has a bereavement policy, it should say:

????when leave for bereavement could apply

????how much leave your organisation provides

???? if leave is paid, and the amount of pay

This might be called 'compassionate', 'bereavement' or 'special' leave.

If you'd like to talk to someone about the different options for leave and pay, you can contact me:

https://specialisedhr.co.uk/book-a-call/