Bereavement Leave Policy Template

Bereavement Leave Policy

Purpose of Bereavement Leave Policy

This Bereavement Leave Policy explains the purpose, scope, entitlements, and procedures for bereavement leave at [Company Name]. The policy exists to provide employees with time away from work to grieve, attend funeral or memorial services, and manage affairs after the death of a family member or other close person while preserving business continuity and fairness.

Scope and Eligibility

This policy applies to all employees of [Company Name] who are on the regular payroll. Eligibility for paid bereavement leave is available to full time and part time employees on a prorated basis. Temporary workers and contractors are not eligible for paid bereavement leave under this policy but may request unpaid time off according to their contract.

Entitlements

[Company Name] provides bereavement leave based on the relationship to the deceased. Typical entitlements are provided as guidance and may be adjusted by HR based on circumstances.

• Immediate family members (for example spouse, civil partner, domestic partner, child, parent, sibling): up to 5 paid working days.
• Extended family or household members (for example grandparent, grandchild, parent-in-law, other close relative or household member): up to 2 paid working days.
• Funeral, travel, or extenuating circumstances: up to 2 additional days of paid or unpaid leave may be granted where travel or other arrangements require extra time. Use of accrued paid time off may be permitted.
• When additional time is required, employees may request unpaid leave or use accrued paid leave. Extended unpaid leave may be granted subject to manager and HR approval.
• Part time employees receive prorated entitlements based on their normal work schedule.

Pay for approved paid bereavement leave will be at the employee’s regular base rate. Overtime or premium pay is not normally included unless otherwise required by policy or applicable company practice.

Documentation

[Company Name] may require reasonable documentation to support a bereavement leave request, such as a death notice, obituary, funeral program, or other proof. Documentation should be provided to HR within a reasonable time after returning to work unless doing so is impractical due to the circumstances.

Notification and Request Process

Employees should notify their manager as soon as reasonably possible when bereavement leave is needed. When feasible, employees should provide the expected dates of absence and the relationship to the deceased.

Employees must submit a formal leave request through the company’s leave system or by following local HR procedures. If immediate leave is required, managers may grant provisional approval and complete the formal request afterward.

Approval Process

Managers are responsible for reviewing and approving initial bereavement leave requests based on operational needs and the terms of this policy. HR is responsible for final approval, recordkeeping, and ensuring consistent application of the policy. HR will review documentation when required and may approve exceptions on a case by case basis.

When an employee requests additional unpaid leave beyond the standard entitlement, the manager will consult HR to consider business needs, leave balances, and any reasonable accommodations. Payroll will process paid leave as approved and in accordance with regular payroll schedules.

Return to Work and Accommodations

Employees are expected to communicate with their manager regarding their return to work. Where appropriate, managers and HR will consider flexible scheduling, phased returns, or other temporary accommodations to support employee well being and operational requirements.

Confidentiality and Recordkeeping

Information provided to support bereavement leave will be treated confidentially and retained in accordance with company recordkeeping practices. Access to sensitive information is limited to those with a legitimate HR or managerial need to know.

Non-Compliance

Failure to follow the notification or documentation procedures may result in denial of paid bereavement leave. Abusing this policy or providing false information may result in disciplinary action up to and including termination. Managers and HR will address non compliance consistently and fairly.

Additional Support

[Company Name] recognizes that grieving employees may need additional support. Employees should consult HR for information about available resources, such as employee assistance programs, counseling, or other support services offered by the organization.

Note

This Bereavement Leave Policy may be updated periodically to reflect business needs and best practices. Employees with questions or who need clarification about this policy are encouraged to speak with their manager or HR representative.