Navigating bereavement while balancing work responsibilities can be overwhelming, but it’s crucial to understand your entitlement to bereavement leave and how the system works to ensure you receive the support you need during this challenging time. Here’s what you need to know…
Entitlement to Bereavement Leave
As per the Employment Rights Act 1996, employees are entitled to a reasonable amount of unpaid time off to handle unforeseen matters involving dependents or immediate family, including attending funerals.
A ‘dependent’ under the law includes spouses, civil partners, children, parents, individuals in the same household (excluding employees, tenants, or lodgers), and those relying on the employee for care or assistance during emergencies, such as elderly neighbours.
In cases where the deceased isn’t a dependent or immediate family member, specific rights may not apply. However, your employer has the discretion to grant leave, so it’s advisable to discuss the situation with them. Remember, the loss of a close friend or chosen family member can also be grounds for bereavement leave.
If you’re self-employed or working as a contractor, there aren’t specific legal provisions for taking leave. However, it’s helpful to communicate openly with the person or company you’re working for about your situation as soon as possible.
Entitlements after the Death of a Dependant or Parent
If your child dies before turning 18 or if you suffer a stillbirth after 24 weeks of pregnancy, you and your partner may be eligible for parental bereavement leave and pay. The eligibility criteria and entitlements are outlined on GOV.UK.
In cases involving the death of a dependant who is not a child (i.e., over 18 years old), such as a parent or another family member who relies on you for care or support, there’s no set legal amount of bereavement leave, however employers are expected to provide ‘reasonable’ time off. Additionally, if your parent passes away, you can also receive bereavement leave from work.
Under the Employment Rights Act 1996, most employees have the right to a ‘reasonable’ amount of unpaid time off to deal with unforeseen matters and emergencies involving a dependant or immediate family. A dependant can include your spouse, civil partner, child, parent, or someone who relies on you for care.
Payment for Bereavement Leave – While there’s no statutory right to be paid for bereavement leave, unless the person who died was your child who dies before turning 18 or you suffer a stillbirth after 24 weeks of pregnancy, some companies do offer paid bereavement leave as part of their policies. Check your contract of employment or your company’s policy on compassionate leave for details.
Notifying Your Employer
It’s important to inform your employer about your absence as soon as possible and provide an estimate of how long you expect to be away from work. While you don’t need to notify them in writing, you must provide enough information to determine if you’re entitled to time off under statutory rights.
Most employers are understanding and supportive, so keeping them informed about your situation can be beneficial. It’s helpful to communicate when you’ll be in touch next to avoid any concerns about contacting you at the wrong time or too frequently. You can also suggest how or when you prefer to be contacted in the upcoming days or weeks.
Additionally, consider informing your manager if you’re comfortable with colleagues knowing about your loss or if you prefer to keep it private. You can also express whether you would like to receive messages of support from others or not.
Writing an email to notify your employer
- Provide a Clear Subject Line: Ensure your subject line is informative and to the point. For example, “Family Bereavement: [Your Name]”.
- Start with a Polite Greeting: Begin your email with a respectful greeting, such as “Dear [Manager’s Name]”.
- State the Purpose: In the first paragraph, mention the sad news succinctly. For example, “I regret to inform you that my [relationship] has passed away.”
- Mention Duration: Clearly specify when you will take leave, considering company policies regarding bereavement leave.
- Offer an Update: If possible, provide an expected date of your return or let your manager know when you will be able to provide updates on your status.
- Provide Contact Info: Share alternative contact information for work-related emergencies during your absence.
Self-care in grief
Duration of Bereavement Leave
Many employers typically offer about three to five days of bereavement leave, but this varies across organisations. Some companies may have specific bereavement leave or compassionate leave policies outlining entitlements.
From Marie Curie’s research with employers, a typical amount is five days paid leave, but it’s often more than that – two weeks is quite common.
If you feel you need more time off work to grieve, you can consider using annual leave or discuss additional compassionate leave options with your employer. It’s essential to prioritise your well-being during this difficult period.
Support from Your Employer – Most employers aim to support employees during bereavement and may provide additional compassionate leave or flexible working arrangements. If your employer refuses to grant time off, you can seek advice from organiations like Citizens Advice or ACAS.
Remember, it’s essential to communicate openly with your employer about your needs and seek support from relevant organisations if necessary. Your well-being during this difficult time is paramount, and employers should strive to provide compassionate support to employees dealing with bereavement.
Where Next? Supporting Yourself in Grief
Support Services
Our support services are open to any adult who’s lost a loved one to cancer – at any point after their loss.
Grief Resources
Worksheets for grieving individuals & mental health professionals. Recommended reads offering insightful perspectives on life, loss, and individual journeys through grief. Mindfulness and meditation tracks for a busy or overwhelmed mind.
Navigating Emotions
Lack of understanding about grief can worsen distress and self-judgment. While grief is personal, the page offers guidance on common bereavement experiences and self-support strategies.
Support After Losing a Loved One to Cancer
The Loss Foundation is the only UK charity dedicated solely to providing bereavement support following the death of a loved one to cancer, whether that be your spouse, family member, friend or colleague. We provide a variety of support events to help you at any point following your loss, and we create the opportunities for you to meet others who have experienced something similar. We also educate and empower others to support those who are grieving via our workshops and training.