Bereavement leave, also known as compassionate leave, is time off granted by employers to employees who have lost a loved one.
This leave allows employees to grieve, handle funeral arrangements, and manage related matters.
The duration and pay during this leave vary from company to company and sometimes, depending on the country’s labor laws.
Why Deciding What to Include in a Bereavement Leave Policy is Essential
A well-defined bereavement leave policy is crucial for any organization. It provides a clear guideline for employees during a difficult time and ensures fair and consistent treatment across the workforce.
A comprehensive policy can also help maintain productivity and morale, as employees feel supported and understood by their employer during grief.
7 Key Points About Bereavement Leave
- Eligibility: Define who is eligible for bereavement leave. Typically, all full-time employees are included, but the eligibility of part-time and contract workers can vary.
- Relationships Covered: Specify which relationships qualify for bereavement leave. Immediate family is usually included, but extended and close non-family relationships should be considered.
- Duration: Determine the length of the leave. Depending on the relationship to the deceased and cultural practices, this can range from a few days to a week or more.
- Paid vs. Unpaid: Decide whether the leave will be paid, unpaid, or a combination of both. This can impact employee morale and financial stability.
- Notice and Documentation: Outline the process for requesting leave and what documentation, if any, is required.
- Integration with Other Leaves: Discuss how bereavement leave interacts with other types of leave, such as sick or vacation time.
- Counseling and Support Services: Consider offering additional support, such as Employee Assistance Programs (EAPs) or counseling services, to help employees cope with their loss.
10 Tips for Managers Whose Employees Are Grieving
- Express Condolences: A simple expression of sympathy can go a long way in making the employee feel supported.
- Respect Privacy: Some people may not want to discuss their loss. Respect their privacy and tell them you’re there if they need to talk.
- Offer Flexibility: If possible, offer flexible working hours or remote work options.
- Lighten the Workload: Temporarily reassign some of their tasks to other team members.
- Encourage Use of Bereavement Leave: Ensure the employee knows about the company’s bereavement leave policy and encourage its use.
- Check-In Regularly: Regularly check in on their wellbeing, but avoid pressuring them to ‘get over it’.
- Provide Resources: Share resources for grief counseling or support groups.
- Be Patient: Grieving is a process that takes time. Be patient and understanding.
- Promote a Supportive Environment: Encourage a culture of empathy and support within the team.
- Avoid Discrimination: Ensure that all employees receive the same level of support and understanding during their grief.
Sample Bereavement Leave Policy
Company XYZ recognizes the profound impact that losing a loved one can have on an employee. Therefore, we provide bereavement leave to all full-time employees. Employees may take up to five days of paid bereavement leave in the event of the death of an immediate family member (spouse, parent, sibling, child, or grandparent). Employees may take up to three days of paid leave for extended family members or close non-family relationships. Bereavement leave must be taken within a reasonable time from the date of the death or the date of the funeral. Employees must provide notice as soon as possible and may be asked to provide documentation. Bereavement leave will not affect the employee’s sick leave or vacation time. The company also offers an Employee Assistance Program (EAP) to provide counseling and support during this difficult time.
Conclusion
Bereavement leave is a critical aspect of an organization’s leave policy. It gives employees the time and space to grieve, promoting a supportive and empathetic work environment.
Companies can ensure they handle these sensitive situations with care and understanding by considering the key points of bereavement leave and providing managers with the tools to support grieving employees and workplace planning.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
