Comprehensive Guide to Bereavement Leave Policies and Usage
Table of contents
- What is bereavement leave?
- What does bereavement leave cover?
- How do employees take bereavement leave?
- How long is the bereavement leave?
- What does a typical bereavement leave policy include?
- Is bereavement leave paid or unpaid?
- Is bereavement leave required by law?
- Does the Family Medical Leave Act cover bereavement?
- FAQs
- Conclusion
Work and life do not separate themselves into two disconnected entities, and there's no clearer example of that than when an employee is dealing with a loss. Bereavement leave may not be the most exciting topic to discuss, but it's essential for an organization to get right.
The death of a loved one is a devastating day. And as difficult as it may be, the policies of your company and how managers and the organization respond will play a massive role in that immediate experience. It's important to have a well-thought-out bereavement leave policy and provide employees with the support they need.
Today, we're going to discuss bereavement leave at a high level. What it is, what it covers, and what you can do to allow employees to take the time to be with loved ones.
What is bereavement leave?
Bereavement leave is a company policy that gives time off to employees to mourn the death of a loved one. This time should, at the very least, encompass funeral arrangements and other services as well as time to grieve beyond the services.
We often talk about creating more human workplaces, and this is one of the most intense human experiences we face. As such, companies should give a lot of thought to their bereaved leave policy to ensure it is thorough. If your organization does not have one, creating one should be part of the future HR strategy.
What does bereavement leave cover?
Bereavement leave typically allows employees to take time off in the immediate aftermath of a death. This might include making funeral arrangements, attending a funeral, and simply taking time to grieve and be with loved ones.
That is, unfortunately, where it officially ends. Employers aren't required to provide bereavement leave, and without federal law and inconsistent state law in the United States, much of what bereavement leave covers is up to an employer. That includes how long bereavement leave is extended and whether or not it's paid leave.
Because full-time employees aren't legally entitled to bereavement leave, employers should consider it a priority to have a formal policy in place for employees to consult.
How do employees take bereavement leave?
The process for employees taking bereavement leave should start with a discussion between the employee and their manager. The manager should lead with support and try to get a sense of the timeline.
In situations where it is an immediate family member or someone that the employee is especially close with, employers should encourage employees to take the time they need and worry about the details of their leave afterward.
Logistically, depending on the system for taking time, an employee may put in for bereavement leave like they would other time off. Some companies ask for a death certificate or only provide a certain amount of time, depending on the relation to the deceased.
However, except in rare cases where you think the employee is deceiving you, the best thing a company can do is be unabashedly supportive and keep in touch with the employee to see how they're doing.
How long is the bereavement leave?
There is no set time. Again, depending on the employer, you could find bereavement policies that offer 5 days of paid leave, 3 days of paid leave, or an indefinite amount of unpaid leave. Some companies use relationships like a close family member to determine how much leave to grant.
However, this type of prescriptive policy can be very difficult. Trying to quantify the amount of leave for the death of a child vs. the loss of a family member like an aunt is tricky and can feel cold in the moment.
This is why communication is so important. Forcing an employee to come back before they're ready can be an immense source of stress for the employee and offers no benefit to the employer.
This lack of support can lead employees to feel undervalued and that an organization does not care about them as a person, a leading sentiment in the wave of quiet quitting.
What does a typical bereavement leave policy include?
Most bereavement policies include at least a few days to a week of paid leave time for employees to grieve, attend the funeral, and handle the tasks and responsibilities that arise with the loss of a loved one.
While some companies alter the days of bereavement leave depending on the relation to the employee, it's in the best interest of employers and employees for managers to check in with the employee first to see what they need so that they can come back when they're ready.
Is bereavement leave paid or unpaid?
Bereavement can be paid or unpaid leave. Offering paid bereavement leave is a great way to support the employee in the difficult time. If they find that they need to take an extended leave, it is again recommended to speak with the employee to determine their needs and whether that additional leave is partially paid or unpaid bereavement leave.
See also: Paid Maternity Leave: An Overlooked Human Right
Is bereavement leave required by law?
There is no federal law stating that employers are required to provide bereavement leave. A majority of states don't have a law that requires it either. Therefore, the onus is on employers to have a documented policy of their own for when the time arises.
Does the Family Medical Leave Act cover bereavement?
The Family and Medical Leave Act Opens in a new tab does not discuss bereavement leave specifically. However, family and medical leave can be used to care for an ailing loved one as well as to attend counseling sessions in the wake of a death, so it could be used in conjunction with an organization's documented bereavement leave policy.
FAQs
What's the difference between bereavement leave and compassionate leave?
Bereavement leave and compassionate leave have some similarities and are often considered synonymous. However, bereavement is specific to leave to attend a funeral or in the immediate aftermath of a death.
Compassionate leave differs slightly. It can be used as part of bereavement leave but could also be used for a particularly stressful time for an employee. A serious breakup, a divorce, or the loss of a pet may qualify for compassionate leave, which is even more amorphous than bereavement leave.
Like with bereavement leave, the organization should adopt a formal policy for compassionate leave if it chooses to offer such a benefit.
Do states offer bereavement leave?
Some states, like California and Oregon, have laws requiring employers to provide bereavement leave. Maryland, Illinois, and Washington also have laws that address bereavement leave, but each is custom to the state.
Without state or federal guidance, it is up to employers to craft a bereavement leave policy of their own.
Conclusion
Because they concern one of the most impactful human experiences, bereavement leave policies are extremely important, and organizations should think very carefully about them. Every detail, from the type of leave, what the leave provides, and whether or not it is paid, are important considerations that should be made before the situation arises.
It's also important to reiterate that just because you provide employees with bereavement leave does not mean that is all the support they will require to return to work. Managers and even peers should check in on the employees to ensure they are taking the time and have access to the resources they need.
An organizational culture that prioritizes communication and connection will be best suited to handle the difficult moments when they come.
About the author
Mike Lovett
Mike is a senior content marketing specialist at Workhuman where he writes about the next era of the workplace. Outside the workplace, he’s an avid gardener, a frequent biker, a steadily improving chef, and a fantasy sports fanatic.