Do you get paid bereavement leave? (+ other answers to your questions)

Bereavement leave, also known as compassionate leave in some workplaces, is time off granted by your employer after the death of someone significant to you. This could include family members, friends, colleagues, or even pets, as their loss can be deeply impactful. While there’s no strict definition of who qualifies, a good employer will have a flexible bereavement policy that considers individual circumstances.

There isn’t a legal right to paid time off for bereavement unless you’re eligible for parental bereavement pay due to the loss of a child.

Exceptions apply for agricultural employees, and you can find out more by contacting the Acas helpline.

Many employers choose to offer paid leave during bereavement, often called ‘compassionate’, ‘bereavement’, or ‘special’ leave. The amount offered may depend on organisational policy or the terms of the employee’s contract. If there’s uncertainty, you should discuss it with your employer or line manager and review your contract.

Both you and your employer could agree for time off to be counted as:

• sick leave
• unpaid leave
• paid holiday entitlement (annual leave)
• If you take time off as sick leave or holiday, you should receive your usual sick pay or holiday pay.

If you’re employed, you might struggle to take necessary time off if it’s unpaid. Being self-employed means you won’t have paid leave options. Hospices often offer support through social workers for financial concerns, and Citizens Advice can provide guidance on bereavement benefits.

Many employers typically offer about three to five days of bereavement leave, but every organisation has its own rules and may handle things differently. If your employer has a bereavement or compassionate leave policy, it should outline exactly what you’re entitled to.
Even if it is not covered in a policy, your employer may agree to paid time off on a case-by-case basis. 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 the deceased was a dependent, you’re entitled to time off for the funeral. However, there isn’t a legal right to time off if the deceased wasn’t a dependent. Nevertheless, your organisation might provide such time off, often referred to as ‘compassionate leave’ or ‘special leave’.

While there’s no legal guarantee of paid time off for bereavement, exceptions apply for those eligible for parental bereavement pay in the unfortunate event of a child’s passing. Statutory parental bereavement pay represents the minimum amount that employers must provide to eligible staff, which is either £172.48 per week or 90% of your average weekly earnings, whichever is lower.

Starting in April 2020, employed parents were granted the right to take two weeks of paid bereavement leave after the loss of a child. You’re not required to take the leave immediately if you prefer not to, but it must be used within 56 weeks of your child’s passing.

There are currently no UK laws obliging employers to grant leave entitlement for other deaths in the family, however many businesses do. Most allow three to five days for bereavement leave, according to the BBC, but this depends on what your contract or staff handbook states or your employer’s discretion.

You’re entitled to unpaid leave to handle matters related to the passing of your spouse, civil partner, child, parent, or someone you live with. This includes attending a funeral. While there’s no legal right to time off for funerals in cases not involving a dependent, many employers offer three to five days of leave under their company policies. Check your employer’s bereavement or compassionate leave policy for details on your entitlement.

Every employer has their own guidelines, but many may use their discretion to grant reasonable time off for attending a funeral. They often assess what’s “reasonable” case by case, considering the circumstances and the employee’s relationship with the deceased.

While bereavement isn’t an illness, the loss of someone dear can leave you in shock or experiencing depression and anxiety. It’s important for your employer to understand your situation. If you need to take time off as sick leave, you might be eligible for statutory or occupational sick pay.
If you find it hard to cope and it’s impacting your health, don’t hesitate to reach out to your GP. They can suggest various forms of support, such as bereavement counselling, to help you through this challenging time.

If you’re taking an extended bereavement leave and don’t feel ready to return to work, consider scheduling an appointment with your GP. They can provide a medical note stating that you’re not fit for work due to your bereavement, which could support your case for further leave with your employer.

Returning to work after a bereavement is a unique journey for everyone, and there’s no one-size-fits-all approach. If you feel like things are progressing too fast or too slow for you, consider talking to your employer about it. It’s crucial to have open conversations and discuss the support you may need during this time. Your well-being matters.

The length of time you can take off work after a bereavement varies. Some companies offer a few days of paid bereavement leave, while others may allow longer unpaid leave. It depends on your company’s policies and your personal circumstances.