The loss of a loved one is one of the most challenging and stressful times in anyone’s life. During such a period, balancing personal grief with professional responsibilities can feel overwhelming. In this blog we aim to provide an overview of bereavement and compassionate leave, helping employees to understand their rights and guiding employers in offering appropriate support.
What is Bereavement and Compassionate Leave?
Bereavement Leave
Bereavement leave is the time an employee takes off work to grieve the death of a close family member, dependent or friend. The purpose of bereavement leave is to allow people the time they need to process their loss, to make funeral arrangements, attend the funeral, and deal with any other related matters.
Compassionate Leave
Compassionate leave and bereavement leave are terms which are often used interchangeably but strictly speaking compassionate leave also covers broader circumstances including time off when a dependent or loved one is suddenly taken ill or there is another emergency situation or crisis. To be clear, bereavement leave is specific to a death, compassionate leave covers other significant life events that occur unexpectedly and which require an employee’s immediate attention.
People HR provide a comparison between the two and say, “Bereavement leave is a specific type of compassionate leave. While the two are very similar, bereavement leave only refers to taking time off due to the death of a loved one or family member. Compassionate leave can be taken for a variety of reasons, including an emergency involving those close to the employee, or caring for a sick relative”.
Understanding Your Rights
The Employment Rights Act 1996 gives employees the right to take reasonable time off to deal with an emergency situation involving dependents, which can include bereavement and compassionate leave. There is however no statutory right to be paid for bereavement or compassionate leave. Employees who experience the loss of a child under the age of 18 or who suffer a stillbirth may be entitled to take two weeks of paid parental bereavement leave.
Company Policies
Many companies have their own policies regarding bereavement and compassionate leave so that employees know where they stand and if the company offers any additional leave and payment in these difficult circumstances. Typically these policies set out the scenarios in which bereavement and compassionate leave will apply, if there are a set number of days of leave which will be applied, if leave will be paid, unpaid or a mixture of the two and any other elements of flexibility which the company may offer. These policies are extremely difficult for employers to write as it is virtually impossible for every eventuality to be included in them. For example, relationships in an employee’s family may be non-existent and therefore the death of a parent may be easier to cope with than the death of a close friend. It is important therefore that employers try to look at each instance on a case by case basis and don’t just apply a blanket one size fits all approach. The company policies should also outline the notification process for employees needing to take such leave and details of how contact should ideally be maintained during the period of leave.
Supporting Employees Through Bereavement
It’s imperative that employers approach these situations with compassion and provide appropriate support to their employees. Many companies will have a third party employee assistance programme through which employees can access trained support and counselling for dealing with grief. Employers should ensure that they signpost staff to relevant resources in their policies and procedures. In order to support employees it may be necessary to look at temporary adjustments to working arrangements and offer some flexibility in work location, tasks and times if needed. Whilst employers are not expected to solve the issues associated with grief if there is a workplace culture that acknowledges and respects grief then this can help to promote conversations about loss and ensure employees feel supported and able to open up about their feelings if they want to.
Navigating the complexities of bereavement and compassionate leave requires understanding, empathy, and clear communication. Employers need to consider the impact of the loss on the employee and how they would want to be treated if they were in the same position. This should mean that the employee feels cared for and supported and that they don’t have to worry about work at a time when their thoughts are naturally elsewhere.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog A Guide to Paternity Leave and Pay
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
