Bereavement Leave

Bereavement leave is time off granted to employees following the death of a family member or close friend. This leave allows employees to grieve, attend funeral services, and manage related affairs without the added stress of work responsibilities. By offering bereavement leave, companies can foster a culture of support and empathy, which can lead to increased employee loyalty and morale. In the past eight years, the percentage of employers that offer paid bereavement leave has increased by 10 percent. 

For example, if an employee's parent passes away, your company might offer three days of paid bereavement leave. This time allows the employee to attend the funeral, handle estate matters, and begin the grieving process without the concern of work obligations. Providing such support can strengthen the employer-employee relationship and contribute to a positive workplace culture.

What Can Employees Use Bereavement Leave for?

Bereavement leave allows employees time off following the death of a close family member to grieve, attend funeral services, and handle related matters. Key reasons for using this leave include:

1. Grieving: Time to cope with the loss.
2. Attending Funeral Services: Participation in ceremonies and events.
3. Handling Legal & Administrative Matters: Addressing estate, inheritance, and other responsibilities.
4. Supporting Family: Assisting surviving relatives with arrangements.
5. Travel: Traveling to attend the funeral or provide family support.

‍

How Long Is Bereavement Leave?

The duration varies among employers. Typically, it ranges from a few days to a week of paid leave, providing employees with immediate support while allowing flexibility for individual mourning processes. 

Some companies may provide different leave policies depending on the relative. For example, companies often offer longer leave for the death of immediate family members. Regional differences, such as laws in European countries versus the U.S., and cultural factors, like longer mourning periods in some cultures, can influence the amount of leave granted. Company policies may also provide paid or unpaid leave, depending on the relationship to the deceased.

Who Qualifies For Bereavement Leave In The Workplace?

Most policies extend to immediate family members, including parents, siblings, spouses, domestic partners, and children. However, some policies may also include close friends or extended family members. A company’s bereavement policy should address who is considered an immediate family member and how much leave can be taken depending on the deceased family member. 

In addition to the relationship to the deceased, eligibility criteria also depends on an employee’s work status: 

• Full-Time Employees: Typically eligible for paid bereavement leave as part of their benefits packages.
• Part-Time Employees: May receive bereavement leave on a pro-rated basis, depending on their working hours. Some companies offer unpaid leave or allow part-time workers to use other paid time off (PTO).
• Temporary and Contract Workers: Often ineligible for bereavement leave, as they usually don’t qualify for the same benefits as full-time employees, though some companies may offer unpaid leave or exceptions.

‍

Is Bereavement Leave Required By Law?

The legal landscape varies globally and locally. Some jurisdictions mandate a minimum period, while others leave it to the discretion of employers. Familiarizing yourself with local labor laws is important to ensure compliance when implementing a bereavement leave policy.

In the U.S., employers with 50 or more employees may also have to adhere to the Family and Medical Leave Act (FMLA). Similar to sick leave under the FMLA in the U.S., federal law has not mandated bereavement leave. However, five states (namely California, Illinois, Maryland, Oregon, and Washington) have made it mandatory for employers to provide bereavement leave to their employees. ‍

On the other hand, in countries like France, eligible employees are entitled to 3 days of paid leave to attend the funeral of a covered family member (spouse, child, or parent). 

What Does a Bereavement Policy Include?

A bereavement policy is a set of guidelines and procedures that defines how an organization supports employees who experience the loss of a loved one. The policy should outline the eligibility, duration, and process for taking bereavement leave, as well as any support offered during this difficult time. Here’s a breakdown of what a comprehensive bereavement policy typically includes:

• Who is Eligible for Bereavement Leave: Defines the employees who are eligible to take leave (e.g., full-time, part-time, temporary employees). 
• Qualifying Relationships: Lists the individuals for whom an employee is eligible to take bereavement leave. For example, spouse, siblings, children, or more distant relatives. 
• Length of Bereavement Leave: Specifies the number of days employees are entitled to take off for bereavement. 
• Whether the Leave Is Paid or Unpaid: Paid leave is commonly provided for the death of immediate family members, while leave for distant relatives may be unpaid, or employees may need to use other paid leave (e.g., vacation days or PTO). 
• How to Apply for Leave: The policy should outline the steps employees need to take to request bereavement leave, such as notifying their supervisor or HR in advance. Stipulate whether employers may require proof of death (e.g., a death certificate or obituary) to process the leave request. 
• Timeframe for submitting the leave request: Indicate whether your policy requires employees to submit their leave request within a specific period (e.g., within a week of the death).
• Extensions of Leave: In some organizations, an employee may request to extend their leave beyond the initial bereavement period, particularly if the employee is dealing with additional responsibilities, such as caring for a surviving family member or arranging a memorial service. The policy may allow employees to use other types of leave, such as personal days, vacation, or sick leave, for additional time off.
• Funeral and Related Support: Highlight any additional support the company may offer such as travel assistance, an Employee Assistance Program, and flexible work schedules.

‍

Bereavement Leave Paid vs Unpaid Leave

Payment during bereavement leave depends on company policies. Some employers offer paid leave as part of their benefits package, while others provide unpaid time off. If your company offers bereavement leave, make sure your policies are clear to employees, so they can make better informed decisions during such difficult times.

While bereavement leave is not mandated, it is as valuable to your benefits package as sick leave and other benefits. Bereavement leave is not only advantageous to employees but may prove beneficial to employers as well for the following reasons: 

• Attracting and retaining the best talent 
• Improving employee’s work-life balance 
• Ensuring a safe and caring work environment

‍

How Do Employers Calculate Bereavement Pay?

While not all employers offer paid bereavement leave, those that do typically have clear guidelines on how the pay is calculated, depending on factors such as the employee's salary structure, working hours, and company policies.

The way employers calculate bereavement pay will vary depending on whether the employee is exempt (salaried) or non-exempt (hourly). Salaried employees typically receive their regular pay for the days off during bereavement leave, regardless of the number of hours they work each day. In contrast, hourly employees are usually paid for the actual hours they would have worked during the leave period, so the amount will be based on their hourly rate.

‍

Example#1 (Salaried employee): 

A Marketing Manager earns $4,000 per month and takes 5 days of paid bereavement leave as per the company policy. 

Calculation: As a salaried employee, the employee is paid the same amount regardless of whether they work or take leave. In this case, the employee is on bereavement leave for 5 days. Since the employee is salaried and earns a set amount each month, they will receive their full salary for the month, which is $4,000, even though they took 5 days off for bereavement leave.

‍

Example#2 (Hourly employee): 

A Customer Service Representative who earns $15 per hour and works 40 hours per week (8 hours per day, Monday through Friday) takes 3 days of paid leave as per the company policy. 

Calculation: For this hourly employee, bereavement pay is based on their regular hourly rate and the number of hours they would have worked during the leave period.

The employee works 8 hours per day, so the total number of hours for 3 days of bereavement leave is 8 hours/day x 3 days = 24 hours.

The employee’s hourly wage is $15 per hour, so the bereavement pay for 3 days would be calculated as:

24 hours x 15 dollars/ hour =360 dollars 

Therefore, the employee will receive $360 in bereavement pay for the 3 days they took off for bereavement leave.

‍

Bereavement Leave Policies Around the World

‍

‍

Why Bereavement Leave Matters for Employers?

Bereavement leave plays a crucial role in supporting employees during one of life’s most challenging and emotional times. While it is not always legally required, offering paid or unpaid bereavement leave can have significant benefits for employers. These benefits include: 

• Supports Employee Well-being: Bereavement leave helps employees cope with grief and personal loss, reducing stress and promoting emotional recovery. Poor regard for employee well-being may be one of the reasons employees leave a position.
• Boosts Morale: Providing compassionate leave shows that the employer values employees as whole individuals, which increases job satisfaction.
• Improves Retention: A supportive bereavement policy fosters employee loyalty and reduces turnover by demonstrating the employer’s commitment to employee care.
• Consistency and Fairness: A clear policy ensures all employees are treated equally, reducing confusion and potential feelings of favoritism.
• Builds Trust: Transparent policies create trust between the employer and employees, enhancing workplace relationships.
• Enhances Reputation: Employers offering compassionate leave are viewed as empathetic and supportive, making the company more attractive to potential talent.
• Improves Productivity: Employees who feel supported during a loss are more likely to return to work focused and committed.
• Legal Compliance: A clear policy ensures the employer adheres to local laws and regulations regarding bereavement leave.

‍

How Can Employers Track Employee Leave Efficiently?

• Leave Management Systems (LMS) automate tracking and integrate with payroll for accurate leave balances.
• Clear documentation and processes ensure employees submit formal requests, which helps maintain accurate records.
• Employee self-service portals allow workers to request and track their leave transparently.
• Manager approval workflows ensure consistent application of leave policies.
• Time-off tracking tools categorize different types of leave and provide reminders.
• Regular leave audits ensure compliance and accuracy.
• Clear communication channels establish guidelines for reporting and documenting bereavement leave.

‍

Provide Competitive Employee Benefits with Playroll

Managing employee benefits can be complex, especially with varying regulations across states and industries. Using Playroll’s EOR services, you can streamline onboarding, global payroll, and benefits administration in over 180 countries. 

Our platform simplifies global workforce management, ensuring compliance with all statutory benefits required by law while offering flexible options for supplemental benefits. Ready to provide top-notch benefits to your employees? Book a demo with Playroll today!

‍

Offer Better Employee Benefits with Playroll’s Leave Management Features

Provide your team with a robust benefits package that includes efficient and compassionate bereavement leave management. Playroll ensures your company remains compliant while keeping employees supported during difficult times.

Explore Benefits

‍