Bereavement leave is time off granted to an employee following the death of a close family member or dependent.
What is bereavement leave?
Bereavement leave (often referred to as compassionate leave) gives employees time away from work to attend funerals, manage personal affairs and grieve.
It can be paid or unpaid depending on company rules and employment contracts, and the amount of leave offered often varies based on the employee’s relationship to the deceased and the organisation’s policy.
Things to know
- Employers should clearly outline bereavement leave in contracts or staff policies.
- Leave typically ranges from one to seven days for close relatives.
- Payroll records paid bereavement leave as paid absence — unpaid leave may affect attendance incentives and benefits.
- Documentation (such as a death certificate, funeral notice and proof of relationship) may be required.
- The right HR support (such as flexible return-to-work policies and Employee Assistance Programs (EAP)) can help employees settle back into their role.
- Effective workforce planning and roster flexibility can enable short-notice absences without operational disruption.
FAQs
Is bereavement leave mandatory?
No. Bereavement leave isn’t mandated under law, though some organisations offer it as part of their policy and some state rules may provide guidance.
How many days bereavement leave do employers typically provide?
The length varies. Many employers offer between three and seven days paid leave for immediate family.
How should payroll record bereavement leave?
Paid leave is processed as paid absence, while unpaid leave is recorded separately.
What documentation is usually required?
Employers commonly request a proof of death or relationship for audit and payroll validation.
How can organisations support employees beyond bereavement leave?
Clear policy communications, flexible working options, counselling services and clear processes can help employees manage their return to work.
