Bereavement leave explained: what it is & how it works

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6 min read. Updated on May 08, 2025

Laura Slingo (TCV)

Understand your rights to leave and pay when someone dies

Bereavement leave is a critical consideration for employees who have lost a loved one. Whether you’re just starting out or already type: entry-hyperlink id: 2pGICh6mkbCg6Ni0Vh809l, knowing your rights and understanding the distinctions between different types of leave can make a stressful time a bit more manageable. Here, we’ll explore bereavement entitlements, parental bereavement leave, and how to approach sensitive conversations with your employer, ensuring you’re supported during a challenging period.

What is bereavement leave?

Bereavement leave is time off work granted to employees after the death of a loved one. It allows you space to process your loss, handle practical arrangements – such as organising a funeral – and begin the grieving process without the added pressure of your type: entry-hyperlink id: 2snhweQloCOfZPX9ncq9pt responsibilities.

Unlike annual leave or type: entry-hyperlink id: 2cFX7WurAEhGr7PVoCxlgc, bereavement leave specifically recognises that healing with the death of someone close is an extraordinary life event that requires understanding, compassion, and flexibility from an employer.

What’s the difference between bereavement and compassionate leave?

The terms “bereavement leave” and “type: entry-hyperlink id: 4nOYfT9n1IXiPAYCKD6Alb” are sometimes used interchangeably, but they don’t always mean the same thing.

In a UK workplace, bereavement leave is time off specifically related to a death. However, compassionate leave might be granted for a broader range of distressing personal circumstances, such as a serious illness in the family.

In some organisations, “compassionate leave” is the umbrella term that includes bereavement leave. In others, bereavement leave is defined separately.

Bereavement leave in the UK: your rights and options

When someone close to you dies, understanding your legal rights can be reassuring. UK employment law provides a legal framework for some forms of bereavement leave.

Who is entitled to bereavement leave?

Employees in the UK have the right to take time off to deal with an emergency involving a dependant. A dependant can include your spouse, partner, child, parent, or someone who relies on you for care.

How long can you take off work after a bereavement?

There’s no set statutory minimum number of days for bereavement leave when it comes to the death of a non-child dependant. Many employers offer between three to five days, but policies vary.

If your company has a bereavement or compassionate leave policy, it should outline how long you’re allowed off work. If there isn’t a formal policy, the amount of leave may be at the employer’s discretion.

What if you need extra time off work?

If you feel you need more time than your employer initially grants, it’s worth discussing this with them. You could request additional unpaid leave, use some of your annual leave, or, if your type: entry-hyperlink id: fLTx8PrPdzW998PUzcgwH is suffering, consider taking sick leave.

What if your employer refuses bereavement leave?

If your employer refuses to grant bereavement leave for a situation where you believe you’re entitled, you can consider raising an informal grievance or seeking advice from organisations like ACAS or Citizens Advice.

Understanding parental bereavement leave and pay

The UK introduced statutory parental bereavement leave and pay – also known as Jack’s Law – to provide bereaved parents with defined rights. If your child under 18 dies or you have a stillbirth after 24 weeks of pregnancy, you and your partner may be eligible to claim up to two weeks of statutory parental bereavement leave.

How does parental bereavement leave differ from other leave?

Parental bereavement leave is a specific statutory right designed to acknowledge the profound impact of losing a child.

Unlike general bereavement leave, parental bereavement leave guarantees two weeks’ leave from day one of your employment, regardless of how long you’ve worked for your employer.

Rights and pay during parental bereavement leave

Your employment rights remain protected. This means you continue to accrue annual leave and are entitled to any type: entry-hyperlink id: 2NxnlUbULWN0I4XU9YQ5Ib or benefits you would have received otherwise.

If eligible, you may also receive statutory parental bereavement pay, which is either a set weekly amount (currently £184.03 per week) or 90% of your average weekly earnings – whichever is lower, providing some financial support during this devastating time.

Check the current rates on GOV.UK to ensure you have the most up-to-date figures.

What is considered immediate family for bereavement leave?

“Immediate family” generally includes spouses, civil partners, children, parents, and sometimes siblings. It can also extend to individuals who live in your household or rely on you for care.

Definitions may vary by employer, so check your company’s policy. In some workplaces, the definition is broader, encompassing grandparents or in-laws. In others, it’s strictly limited.

If the deceased person doesn’t fit the standard definition, it might still be worth discussing compassionate leave options with your employer.

How to tell your employer about a death

Inform your immediate type: entry-hyperlink id: 1HuHp9CnFRq7ohYCzBSz2g as soon as reasonably possible. This may feel daunting, especially if you’re in shock or deep grief. If you’re uncomfortable speaking face-to-face or on the phone, consider sending an email or text first.

Many employers will appreciate knowing when and how best to contact you. You could also type: entry-hyperlink id: 5fh6SY6dGDbKmCGjKOEESL whether you’d like them to inform your colleagues or prefer to share the news yourself when you return.

Be honest about what feels right for you. Grief can be unpredictable, and it’s perfectly acceptable to change your mind later about how much information you want to share or how often you want colleagues to check-in.

What if bereavement leave doesn’t cover your situation?

Sometimes, the loss you’ve experienced may not neatly fit into your employer’s bereavement policy. Maybe a very close friend or a significant other who wasn’t legally recognised as a partner has died.

In these cases, the law doesn’t guarantee leave, but many employers will consider compassionate leave. If they don’t, you might use annual leave, request unpaid leave, or consider taking sick leave if you’re struggling emotionally.

Understand the support available to you

Bereavement is a deeply personal and often overwhelming experience. While UK law provides some safeguards, especially for those who have lost a child or a legally recognised dependent, there’s still a great deal of discretion left to employers. Knowing your rights and how to approach conversations about bereavement leave can help you navigate the process and secure the support you need during this challenging time.

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