Workplace Culture | Reviewing Your Bereavement Leave Policy

Losing a loved one is a deeply emotional and mentally challenging experience. It is a time when individuals need support, understanding, and time to grieve. Bereavement leave is a compassionate gesture and a vital benefit for employee well-being.

What is bereavement leave?

Bereavement leave is a form of paid or unpaid leave that employees can utilize when dealing with the death of a close family member or loved one. While many organizations traditionally limit bereavement leave to immediate family members such as parents, siblings, children, and spouses, some employers extend its use to cover the loss of any loved one.

No federal law in the United States mandates that employers provide bereavement leave, but approximately 88% of companies offer some paid bereavement leave. Otherwise, employees may need to use their accrued paid time off (PTO) or sick days to take time off for bereavement.

How can I best support employees?

When employers offer bereavement leave as a discretionary benefit, they support their employees’ mental and emotional well-being in many ways.

• Employees who feel valued and cared for are more likely to remain with the company. Supporting them in difficult times is as important as recognizing their successes.
• Paid bereavement leave supports employees in their grief and promotes their engagement and productivity when they return to work. Offering paid leave ensures that employees have one less worry during a difficult period, signaling their well-being is a top priority.
• As workplaces evolve to include more than the traditional “nuclear” family, employers can be more inclusive by acknowledging close bonds employees may have with other relatives, close friends, and other non-familial ties.
• Offering a short time off to begin healing can help prevent longer-term absences.
• Giving employees time to support others experiencing a loss by attending funerals underscores the importance of acknowledging grief and offering support.

How can I craft an effective bereavement leave policy?

While bereavement policies will vary among organizations, it is important to document the policy in the employee handbook if the company has one. There are several key elements that should be included in any comprehensive policy:

• Definition of Bereavement Leave
  Clearly define what constitutes bereavement leave and the types of relationships that qualify, which may extend beyond immediate family members to include pets, extended family, or stepfamily.
• Duration of Leave
  Specify the leave period, whether it varies for different relationships, and whether it is paid or unpaid. Address any time limits on unpaid bereavement leave.
• Related Obligations
  Identify the obligations that qualify for bereavement time, such as attending funerals and participating in legal planning.
• Request Guidelines
  Provide clear instructions on how employees can request standard bereavement leave and any additional time they may require.
• Supplemental Benefits
  Highlight any supplementary benefits, perks, and resources available to support grieving employees, such as flexible schedules, Employee Assistance Programs (EAPs), or Employee Resource Groups (ERGs).

Grief is a life-changing experience, and bereavement leave provides the emotional space employees need to cope with the logistical and emotional aspects of the death of a family member or loved one in a healthy way. It is a proactive measure in promoting mental wellness, both within and outside the workplace.

Even if employers provide just one paid day of bereavement leave, it sends a powerful message to the team – that they are valued, deserving of care, and that the company stands by them during challenging times.

Originally featured in UBA’s November 2023 HR Elements Newsletter.