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.
Key takeaways
- Bereavement leave gives employees time away from work following a death.
- UK law clearly defines parental bereavement leave, but most other cases rely on employer policy.
- There is no statutory minimum duration for general bereavement leave.
- Bereavement leave is not always paid unless covered by statute or company policy.
- Compassionate leave often overlaps with bereavement leave but can cover wider situations.
- Employers should manage bereavement with empathy, consistency and clear documentation.
What is bereavement leave and how is it defined under UK employment law?
Legal definition and HR meaning
Bereavement leave is time off work granted to an employee after the death of a family member or someone close to them.
Under UK employment law, bereavement leave is only specifically regulated in limited situations, most notably parental bereavement leave.
From an HR perspective, bereavement leave sits within absence management and employee wellbeing. It requires careful recording, clear categorisation and sensitivity, especially where compassionate leave and statutory entitlements overlap. Using dedicated absence management software helps organisations handle bereavement leave consistently, securely and in line with employment law, while reducing administrative burden at a difficult time.
Difference between bereavement leave and compassionate leave
Bereavement leave and compassionate leave are often used interchangeably, but they are not always the same.
- Bereavement leave relates specifically to death.
- Compassionate leave is broader and may include serious illness, emergencies involving dependants, or pregnancy loss.
Many organisations use compassionate leave as an umbrella term, with bereavement leave forming one part of it.
What the law covers and what remains at employer discretion
UK law allows employees to take reasonable time off for dependants in the event of a death. However, outside of statutory parental bereavement leave, the law does not define how long this time should be or whether it should be paid. These decisions are left to employers. Thus, clear internal policies are essential.
How long is bereavement leave in the UK?
No statutory minimum for general bereavement
There is no statutory minimum that answers the question how long is bereavement leave for most situations. “Reasonable” time off is deliberately flexible, recognising that grief affects people differently.
Common durations offered by UK employers
In practice, many employers offer structured guidance while retaining discretion. Common approaches include:
- 3–5 days for the death of a close family member
- 1–3 days for grandparents or extended family
- Additional unpaid leave or annual leave if needed
From an operational perspective, unexpected bereavement leave can affect staffing levels, particularly in small teams. Clear visibility of who is away and for how long helps employers respond fairly without placing undue pressure on colleagues. This is where employee scheduling software plays an important role. It allows managers to adapt schedules while respecting employees’ right to time off for bereavement.
Comparison table: duration by type of situation
While not legally required, many policies follow patterns (see table below)
| Relationship to the deceased | Typical duration of bereavement leave | Legal status |
|---|---|---|
| Child | Two weeks | Statutory parental bereavement leave |
| Spouse or parent | Three to five days (varies by employer policy) | Employer discretion |
| Grandparent | One to three days (varies by employer policy) | Employer discretion |
| Friend or non-dependant | Discretionary, often one day | Employer discretion |
Is bereavement leave paid in the UK?
What UK law requires
In most cases, UK law does not require bereavement leave to be paid. The key exception is statutory parental bereavement leave, where eligible employees may receive Statutory Parental Bereavement Pay (where the employee is the parent).
Typical employer practices for paid vs unpaid leave
Many employers choose to go beyond legal minimums. Common practices include:
- Fully paid bereavement leave for close family
- A mix of paid and unpaid days
- Paid compassionate leave at management discretion
Clear communication is crucial so employees understand whether bereavement leave is paid.
Payroll implications and risk areas for employers
When bereavement leave is not clearly defined, payroll errors and disputes can occur. Employers should ensure that paid leave, unpaid leave and statutory pay are recorded accurately and consistently.
Employee rights depending on their relationship to the deceased
Bereavement leave when a parent dies
Bereavement leave when a parent dies is not explicitly covered by statute. However, it is widely recognised as a significant loss. Employers may allow several days of leave and additional flexibility if travel or cultural obligations apply.
Bereavement leave for grandparents
Bereavement leave UK grandparent cases often rely on compassionate leave policies. Even though the law does not mandate time off, many employers recognise the emotional impact and offer discretionary support.
Siblings, partners, extended family members
Modern families do not always fit legal definitions. Employers should be mindful of partners, siblings and close relationships that may not qualify as dependants but still represent profound loss.
Managing cases not covered by law: best practices for employers
Research into grief and work in the UK shows that bereavement can have a lasting impact on performance. In one study, 58% of employees said their performance at work was affected by grief for months after a loved one’s death.
Employers can respond effectively by:
- Having a clear, written bereavement or compassionate leave policy that is easily accessible to all employees
- Listening without judgement and recognising that grief affects people differently
- Applying policy consistently to avoid unfair treatment or confusion
- Allowing reasonable flexibility based on individual circumstances
- Recording decisions clearly to ensure transparency and continuity
If your UK business doesn’t yet have a clear, written bereavement or compassionate leave policy, keep reading. We will explore the key elements of a clear and compliant policy and how to put one in place.
Parental bereavement leave: what statutory rules apply?
Eligibility criteria
Parental bereavement leave applies when an employee loses a child under 18 or experiences stillbirth from 24 weeks of pregnancy. The employee must have parental responsibility.
Duration of Statutory Parental Bereavement Leave
Eligible employees are entitled to 2 weeks of leave, taken together or separately within 56 weeks of the death.
Statutory Parental Bereavement Pay (SPBP)
Employees meeting service and earnings thresholds may receive Statutory Parental Bereavement Pay, paid at the statutory rate or 90% of earnings.
Stillbirth and neonatal death (from 24 weeks of pregnancy)
Stillbirth from 24 weeks is treated the same as the death of a child. Employers must ensure HR teams apply the correct bereavement leave entitlement in these cases.
Pregnancy loss and miscarriage: what rules apply?
Difference between miscarriage before 24 weeks and stillbirth
Miscarriage before 24 weeks does not qualify for statutory parental bereavement leave. However, employees may use sick leave or compassionate leave.
Entitlements and situations not covered by legislation
Bereavement leave for miscarriage is largely discretionary. Many employers now recognise pregnancy loss bereavement leave as part of a supportive workplace culture.
Recommended HR practices for sensitive support
Supportive practices include:
- Paid compassionate leave
- Minimal administrative burden
- Access to wellbeing resources
- Training managers to respond empathetically
Employer responsibilities during a bereavement leave request
Notification, recording, validation: required steps
Employers should keep the approval process simple. Excessive proof or documentation can lead to unnecessary distress.
Handling confidentiality and sensitive conversations
Grief is personal. Therefore, employers need to manage bereavement-related information confidentially and limit access to those who need it for operational or legal reasons.
Managing expectations with line managers
Managers should understand both legal obligations and the importance of compassion. They should receive training and clear guidance on bereavement policies.
Legal and HR risks linked to poor management
Organisations that fail to handle bereavement leave effectively can face grievances, discrimination claims, and long-term damage to trust and morale.
How to build a clear and compliant bereavement leave policy
Essential components to include
A strong policy should outline:
- Definitions of bereavement and compassionate leave
- Duration and pay rules
- Statutory entitlements
- Request and approval processes
Ensuring consistency across managers and departments
Consistency protects both employees and employers. Centralised HR guidance is key. You can achieve it by sharing a clear internal policy.
Example structure for an internal policy
A bereavement policy usually includes key elements often found in internal policies, such as eligibility, definitions, types of leave, and procedural steps. It typically starts with a clear statement of purpose and go on to outline paid and unpaid leave provisions, how to request time off, and how leave should be recorded.
How to automate bereavement leave management in your HRIS
Managing bereavement leave alongside other absences could be challenging due to the sensitive nature of the situation. With Kelio, HRs can handle it consistently and with care by relying on helpful features like:
- Secure recording of sensitive absences
- Approval workflows for exceptional leave
- Payroll synchronisation to avoid errors
- Document storage and traceability
- Centralised management to reduce HR risk
Kelio is a workforce planning tool designed to help businesses manage staffing and scheduling when unexpected time off occurs.
See how Kelio automates the management of sensitive absences
