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When a death occurs in a family or close circle, work quickly becomes secondary to grief, practical arrangements and emotional recovery. Bereavement leave exists to give employees time off work during these circumstances.

Around 1 in 8 people in the UK have gone through a bereavement since the start of the coronavirus pandemic (Marie Curie UK research). Yet in the UK it is only partly defined by law. As a result, both employers and employees are often unsure about entitlement, pay and duration.

In this article, we explain how bereavement leave works in the UK and how organisations can support employees with clarity and compassion.

Becoming a mother marks an important stage in every personal and professional journey. From an HR perspective, it comes with a list of quite a few things to consider: legal obligations, staffing gaps, pay arrangements, and compliance. Amidst all that, supporting the health and wellbeing of pregnant employees should always stay a priority. 

Paternity leave is a statutory employment right that allows eligible employees to take time away from work following the birth or adoption of a child. For employers, understanding how paternity leave in the UK works is essential for meeting legal obligations, ensuring payroll accuracy, and maintaining workforce continuity. The rules governing paternity leave are set out in legislation and supported by guidance from public bodies, but practical implementation still requires careful management.

Employees often ask the same practical questions: How many hours do I need to work before I get a lunch break? Is it paid? What does the law actually require? For employers, the challenge is balancing legal duties with genuine care for staff wellbeing.

Choosing the right clocking in system means matching technology to your operational reality: the conditions your team works in, the security you need, and whether your workforce operates from fixed locations or moves between sites. Today’s employee clocking-in options range from industrial terminals that survive construction sites to smartphone-based time clock systems for remote workers.

When an employee’s child falls ill unexpectedly or their parent suffers an accident, work becomes secondary to the immediate crisis. UK employment law recognises this through a statutory entitlement known as time off for dependants, or dependants’ leave—a legal safeguard permitting employees to address genuine emergencies involving those who depend upon them.

Learn how to monitor, document and address employee lateness at work, build a fair policy, and support managers with reliable data as we dive into how to deal with staff lateness, using duvet days to prevent chronic late arrival times.

When someone experiences a bereavement, the last thing they should worry about is navigating unclear workplace policies. Yet studies revealed that 22% of British workers felt they weren’t granted enough time off to grieve, while 43% weren’t offered paid leave to attend a funeral.

Employee absenteeism represents one of the most significant challenges facing UK businesses today. When staff members regularly miss work without valid reasons, the effects extend beyond empty desks—impacting team morale, productivity, and your bottom line. Understanding what drives absenteeism at work and implementing effective management strategies can transform workplace culture while protecting business performance.