Bereavement Leave Policy: Examples, Meaning, and Guidelines
Dealing with the loss of a loved one is an incredibly emotional and difficult time. Employees need space and time to grieve, make funeral arrangements, and attend memorial services without the added stress of work obligations.
A bereavement leave policy, especially one that includes bereavement leave paid, is a crucial part of an organization’s benefits package, ensuring employees are treated with compassion and given the support they need.
Understanding how bereavement leave works, who qualifies, and how long it should be granted is essential for HR professionals. This guide explores different aspects of this leave, including eligibility, duration, best practices for employers, and how to create a well-structured one that supports employees while maintaining workplace productivity.
What is a bereavement leave?
It is a period granted by employers to employees following the death of a family member or close associate. This leave is often applicable in cases such as the death of an immediate family member. Some companies offer unpaid leave as an option for employees who need more time off but do not qualify for paid leave.
This leave allows individuals to:
attend memorial services,
manage funeral arrangements, and
process their grief without the added pressure of work responsibilities.
The specifics of this policy, such as duration and compensation, often vary based on the organization’s policies and any applicable collective bargaining agreements.
Bereavement leave is one of the benefits that HR needs to administer. To ensure your organization offers the best leave for employees, conducting a Benefits Program Evaluation allows you to identify opportunities for improvement.
Types of bereavement leave
Organizations may offer various forms of leave:
Paid: Employees receive their regular salary during the leave period.
Unpaid: Time off is granted without compensation.
Extended: Additional time off provided under specific circumstances, such as the death of an immediate family member or extended family members.
The availability and structure of these leave types depend on company policies and, in some regions, legal requirements. Additionally, a collective bargaining agreement may cover bereavement leave, as many unions include provisions for such leave during contract negotiations.
If your company wants to analyze how this kind of leave impacts employee well-being and business operations, Salary.com’s HR Metrics & Analytics provides data-driven insights to refine leave policies.
Bereavement leave eligibility
Eligibility for the leave typically depends on the employee’s relationship to the deceased. Commonly recognized relationships include:
Immediate Family Members: Spouse, domestic partner, child, parent, sibling.
Extended Family Members: Grandparents, aunts, uncles, cousins.
Others: Individuals with a significant personal relationship to the employee, such as a close friend or mentor.
Some organizations also recognize the loss of a foster child or a person who stood in loco parentis. It’s essential for employers to define eligible relationships in their bereavement leave policy clearly, as employees may need time not only to mourn but also to manage funeral arrangements, including attending a memorial service, along with dealing with legal and financial matters.
If your company is working towards building equitable HR policies, Salary.com’s DEI Best Practices & Model can help create inclusive leave policies that align with today’s workforce needs.
Bereavement leave in the workplace: Why It matters
Implementing a compassionate bereavement leave policy offers several benefits:
Emotional support: Provides employees with the necessary time to grieve, reducing stress and promoting mental well-being.
Workplace productivity: Allows employees to return to work more focused and engaged, minimizing prolonged absenteeism.
Employee loyalty: Demonstrates the organization's commitment to employee welfare, fostering loyalty and reducing turnover.
Moreover, in certain jurisdictions, offering bereavement leave aligns with legal requirements, ensuring the organization remains compliant with state or federal laws.
California: Up to 5 days of leave within 3 months; paid or unpaid at the employer’s discretion.
Oregon: Up to 2 weeks within 60 days of a family member’s death; max 4 weeks per year.
Illinois: Up to 10 days for child loss; 6 weeks for multiple losses in a year.
Washington: Paid leave available if taken within 7 days of a family member’s death.
Salary.com’s HR Analytics & Benchmarking provides HR leaders with real-time workforce data to align their bereavement leave policies with best practices.
How to create a bereavement leave policy
Developing a formal bereavement policy involves several key steps:
Define bereavement leave: Clearly articulate what constitutes this kind of leave, including the types of losses covered (e.g., immediate family, extended family, significant others).
Determine leave duration: Specify the amount of time granted, which may vary based on the employee's relationship to the deceased. For instance, offering more days for the loss of an immediate family member compared to an extended relative.
Decide on compensation: Indicate whether the leave is paid or unpaid. Many organizations offer paid leave for immediate family members and may provide unpaid leave or allow the use of sick leave or paid time off for other cases.
It's crucial to communicate this policy effectively to all employees and ensure that managers are trained to handle leave requests with empathy and discretion.
Bereavement leave guidelines: Best practices for employers
To foster a supportive environment, employers should consider the following best practices:
Flexibility: Recognize that grief affects individuals differently. Allow employees to take non-consecutive days if needed or provide options to extend leave through sick leave or unpaid time off.
Inclusivity: Acknowledge diverse family structures by extending leave to domestic partners, foster children, and others with a close personal relationship to the employee.
Confidentiality: Handle all leave requests and related communications with the utmost confidentiality to respect the employee's privacy.
Additional Resources: Offer access to Employee Assistance Programs (EAPs) or counseling services to support employees during their grieving process.
Bereavement leave policy examples & templates
Here is an example of bereavement leave policies:
Example of Standard Bereavement Leave Policy
Eligibility: Full-time employees who have completed at least 30 days of service.
Leave Duration: Up to five consecutive days of bereavement pay for the death of an immediate family member; up to three days for an extended family member.
Procedure: Employees must notify their supervisor as soon as possible and may be required to provide documentation, such as a death certificate or obituary.
Eligibility: All employees, including part-time and temporary staff.
Leave Duration: Up to seven days of paid leave for the death of an immediate family member; up to five days for an extended family member; up to three days for the death of a close friend or colleague with a personal relationship to the employee. Additional unpaid leave may be requested based on specific circumstances.
Procedure: Employees should notify HR or their direct supervisor and provide supporting documentation if required. The company may allow flexibility in how the days are used (e.g., non-consecutive days to attend memorial services or a funeral ceremony).
Template Example:
FAQs
How long is bereavement leave?
The duration of the leave varies depending on the company's policy. Many organizations offer 3 to 5 days for an immediate family member and 1 to 2 days for an extended family member.
In California, effective January 1, 2023, employers with five or more employees are required to provide up to five days of bereavement leave upon the death of a family member.
Can bereavement leave be extended?
Yes, some organizations offer flexibility in extending the leave, particularly in the case of an immediate family member. Employees may use sick leave, paid time, or request additional unpaid leave based on their employer’s policies. Some organizations also offer unpaid bereavement leave as an option for employees who need more time off.
Does bereavement leave cover non-family members?
While traditional policies focus on immediate family members, some companies acknowledge close personal relationships. Employers may grant leave for the loss of a domestic partner, foster child, mentor, or close friend.
Can an employer deny bereavement leave?
Employers can deny leave if the request does not align with company policies or if the employee is not eligible. However, many organizations strive to be compassionate and offer alternative options, such as using paid leave, sick leave, or unpaid time.
Is bereavement leave covered under federal law?
Currently, federal law does not mandate employers to provide this kind of leave. However, some states and industries have regulations requiring leave for specific circumstances, such as the combat-related death of an immediate family member.
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