Bereavement leave typically allows employees to take time off to grieve, make arrangements, or attend services following the death of a loved one. If you offer bereavement leave, we recommend having a policy that sets clear expectations and processes for requesting, approving, and using leave.
Here are some things to include:
- Who is eligible. Indicate which employees are covered and when they have access to this leave (e.g., after 90 days of employment).
- Which relationships are eligible for bereavement leave, such as partner, child, parent, sibling, grandparent, in-law, or anyone close to the employee. The list doesn’t need to be narrow. Some employers also allow leave to be taken for pregnancy loss, failed adoption, and pet loss.
- How much time off is provided. Specify the number of days or weeks an employee can take as part of bereavement leave and indicate whether the leave is paid or unpaid. If unpaid, note whether employees can use other paid leave during that time.
- How to request leave. Explain when and to whom a request should be made, how to make a request outside of business hours, and what documentation, if any, you require.
- State or local leave laws. If your location has bereavement leave requirements, be sure to account for them in your policy.
This Q&A does not constitute legal advice and does not address state or local law.
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