Understanding Bereavement Pay: A Comprehensive Guide

What Is Bereavement Leave?

Bereavement leave is time off given to employees after the death of a loved one. It helps them grieve, handle funeral arrangements, and care for personal matters. This leave ensures employees do not worry about work during this difficult time.

Definition and Purpose

The main purpose of bereavement leave is to support employees emotionally and mentally. Losing a family member is painful, and work can add extra stress. This leave allows employees to focus on healing without pressure.

A typical bereavement policy shows that a company cares about its team and employee experience. When workers feel supported, they are more loyal and productive in the long run. Grief is personal, and giving employees time to process loss benefits them and the workplace.

Let’s look at what does bereavement cover.

Common Scenarios for Use

Companies understand that loss affects both emotions and responsibilities. So, the situations where bereavement leave is needed:

• Death of a close family member: Most companies offer leave for the loss of a spouse, child, or parent. Some may extend leave for grandparents, siblings, or other relatives.
• Funeral arrangements: Employees may need time off to plan and attend the funeral.
• Emotional healing: Grief takes time. Bereavement leave allows employees to process their emotions without work stress.
• Travel for a funeral: If the funeral is far away, extra leave may be needed for travel.‍
• Legal matters: Settling estate issues or handling paperwork after a loved one’s death may require time away from work.

Is Bereavement Leave Paid?

Bereavement pay depends on the company. Some companies provide paid time off, while others provide unpaid leave. Some may allow a mixed policy of paying for a few days and giving extra unpaid leave if needed. 

Legal Requirements by Country

Some nations have clear laws, while others leave it to employer policies. Cultural norms influence company policies in some places, even if no common legal requirement exists.

For example, USA bereavement leave follows no specific federal law, and pay policies depend on the employer. Some states or businesses may also provide additional unpaid time off.

Below is a comparison of bereavement pay policies in different countries.

Employer Policies and Agreements

There is no universal law requiring bereavement pay. However, many employers offer their employees paid leave during difficult times. The amount of paid leave depends on the company’s policy and budget.

Though some companies may not be able to afford full pay, they often provide at least partial paid leave to support their workforce.

Now, if you’re thinking, is bereavement leave mandatory, it depends on company policy.

Do Employers Have to Pay for Bereavement Days?

Although bereavement pay is not mandatory, it is a valuable part of an employer’s benefits package. Employers set their policies, and larger companies often offer 3-5 days of paid time off.

Federal Bereavement Leave Laws

No federal law requires employers to provide paid or unpaid bereavement leave in the United States. The Family and Medical Leave Act (FMLA) provides job protection for some types of unpaid leave but does not cover bereavement.

Instead, it gives different laws that act like a bereavement leave when the time arrives. They are:

• Funeral Leave for Federal Employees: It ranges from 3 to 4 paid days for attending a funeral. Employees mourning a family member who died in combat, federal law enforcement officers or firefighters, veterans involved in military funerals, and National Guard or reserve members qualify for this leave.

• Sick Leave: Employees can use up to 13 days (104 hours) of sick leave per year for bereavement. It applies to immediate family members, including parents, spouses, children, grandparents, in-laws, step-relatives, and domestic partners.

• Alternative Leaves: Many alternatives exist if one does not get bereavement pay during tough times. In such cases, the employee can take LWOP (Leave Without Pay), compensatory time off, or leave-sharing programs if paid leave is unavailable.

State and Local Regulations

Some states have their own bereavement leave laws. Some offer unpaid leave, while others allow employees to use accrued paid leave, such as vacation or sick days.

Bereavement pay by states:

This new system combines the Alien Employment Permit and Foreign Expert Permit into one work permit and uses points to classify workers. (China work permit point system)

• 85+ points = Tier A 
• 60-84 points = Tier B 
• Below 60 points = Tier C 

How to Qualify for Each Tier?

Tier A needs more than 85 scores in the system. You qualify if you:

• Work in science, technology, or innovation.
• Hold a senior position at a Fortune 500 company.
• Have received international awards (for example, the Pulitzer Prize).
• Work in a high-demand industry in China.
• Earn 6 times the local average salary.

Tier B needs 60-84 points. You qualify if you:

• Have a bachelor’s degree + 2 years of experience.
• Work in management, research, or technical roles.
• Are a foreign language teacher (with a degree and certification).
• Earn 4 times the local average salary.

Tier C is where there are below 60 points in your system. You qualify if you:

• Work short-term (under 90 days).
• Are part of a government internship program.
• Work in low-skilled or seasonal jobs.

How Does the Tier Affect You?

• Tier A: Fast approval, online application, no restrictions on age, education, or experience.
• Tier B: Stricter application process, requires full documentation, limited based on labor market needs.‍
• Tier C: Stricter conditions, shorter permit validity, longer approval times, and limited job opportunities.

What Qualifies for Bereavement Leave?

Any death of close relatives or immediate family members calls for a bereavement leave. Since death is often unexpected, employees may not notify HR in advance. However, companies usually ask employees to inform HR or their manager as soon as possible to arrange work coverage.

Let’s look at what family members does bereavement cover.

Immediate Family Members

Most companies offer leave based on the employee’s relationship with the deceased. They can be:

• Spouse or domestic partner
• Parent (biological, step, adoptive)
• Child (biological, step, adoptive)
• Sibling (brother or sister)
• Grandparents
• Grandchild
• Parent-in-law

Extended Family and Other Relationships

Some companies also allow bereavement leave for:

• Extended family (aunts, uncles, cousins)
• Close friends
• Pets

How Many Days of Bereavement Leave Are Typical?

It varies from company to company on how many days of bereavement leave an employee will receive. Some companies offer 1 to 10 days, while others provide 3 to 7 days as standard.

Standard Practices

An employee’s bereavement pay depends on the company policy regarding the number of days of paid leave they can take and their relationship with the deceased.

Some companies pay for bereavement leave, while others may require employees to use personal, sick, or vacation days.

Flexible Arrangements

Some companies offer extra days for employees who need to:

• Travel for the funeral.
• Handle legal or financial matters after a loved one's passing.
• Cope with grief, depending on the situation.

Understanding Bereavement Work Policy

A bereavement work policy ensures fairness and consistency while supporting employees during difficult times. 

A typical bereavement policy includes:

Guidelines and Procedures

Employees should inform their manager or HR as soon as possible. Some companies may ask for proof, such as an obituary or death certificate.

Extending Leave:

If more time is needed, employees may use:

• Paid leave (vacation or sick days)
• Unpaid leave (if allowed by company policy)
• Flexible work options (reduced hours or remote work)

Returning to Work:

Some employees may need extra support when they return. Companies may offer flexible schedules or counseling services.

Eligibility and Coverage

Some companies have inclusive policies considering family structures, cultural customs, or non-traditional relationships. Many companies also offer Employee Assistance Programs (EAPs) to help employees cope with grief. These programs may include counseling, legal advice, or financial planning services.

When Can You Use Bereavement Leave?

Taking time to grieve is important. A bereavement pay policy should support employees while keeping business operations smooth. 

Employees may also need time off to finalize estate matters, attend grief counseling, or hold later memorials. Some companies allow leave to be taken at once or split over a few weeks.

Immediately After a Loss

One can take grievance pay leave right after a loved one passes away. This time is used for:

• Attending the funeral or memorial service
• Making funeral arrangements
• Handling legal matters (death certificates, wills, insurance)
• Spending time with family

Ongoing Support Needs

Grief does not end in a few days. Some employees may need extra time to adjust. The American Psychological Association (APA) suggests:

• Talking about your loved one with friends or colleagues
• Accepting your emotions, even if they change daily
• Taking care of yourself by eating well, exercising, and resting
• Helping others who are also grieving
• Honoring your loved one’s memory (planting a tree, donating to a charity)

If grief feels overwhelming, counseling or support groups can help. Many organizations offer Employee Assistance Programs (EAPs) or online support groups.

How to Request Bereavement Leave

For a smooth bereavement leave process, follow these steps when requesting leave.

Step 1: Notify your employer quickly

Inform the employer as soon as possible after a loss. If an employee's loved one is sick, they can inform the company beforehand.

• If the company allows it, an employee may take leave to care for a sick loved one.
• If the loss is sudden, the manager must be informed before submitting a formal request.
• One should discuss travel plans with the employer if one lives far away.

Step 2: Check your company's policy

Every company has different bereavement leave rules. An employee should review the employee handbook or ask HR. They need to check:

Step 3: Decide how much time off you need

Before choosing the leave duration, employees should always consider their responsibilities, mental health, and financial situation.

• If they need more time, check if they can use vacation or sick days.
• If the company has flexible work options, they may return part-time before resuming full-time work.
• They should plan a timeline with funeral dates, travel, and work deadlines.

Step 4: Submit a formal leave request

To avoid any misunderstanding, a written request is important. It serves as a record for the employee and their employer. Here’s what they should include in their request:

• Their relationship with the deceased
• The dates they will be away
• Whether they plan to use additional vacation or sick leave
• Their return-to-work date
• Any work arrangements made for their absence

Step 5: Prepare for their absence

After providing the written leave request and required documents, the employee can take the bereavement leave immediately if the company allows it. They also can:

• Leave notes for colleagues about pending tasks.
• If needed, assign a team member to handle urgent work.
• Share contact details if they are open to work-related queries.

Communication with Employers

Open employee engagement, clear communication, and proper documentation make a bereavement pay request helpful for both parties. Employees who are not open to discussing the loss at work can ask their HR or manager to inform their team or colleagues.

They can similarly request to maintain privacy when they return.

Documentation Requirements

Some companies ask for proof before approving bereavement leave. This may include:

• A death certificate or obituary
• A funeral program
• Travel documents if attending a service far away

Benefits of Offering Bereavement Leave

Bereavement leave is a crucial work policy that helps employees during difficult times and strengthens the company’s culture and reputation.

Time off helps them recover properly and return to work at full capacity. In some countries, the bereavement work policy is legally required.

Employee Well-Being

Grief is personal, and everyone copes differently. It also affects focus, mood, and energy. Without proper time off, employees may struggle with stress and exhaustion. Bereavement pay leave allows them to:

• Process their emotions without work pressure
• Attend funerals and take care of family responsibilities
• Return to work feeling more stable and focused
• Spend time with family and friends
• Make funeral and financial arrangements
• Focus on emotional healing

This balance reduces long-term stress and boosts overall happiness. Without bereavement leave, employees may:

• Work while grieving, leading to poor performance
• Take frequent, unplanned days off
• Feel emotionally drained and lose motivation

Organizational Reputation

Companies known for caring about employees attract better talent. Providing bereavement pay helps:

• Build a positive employer brand
• Improve employee retention
• Show empathy and compassion

Potential hires look for workplaces that prioritize well-being. Other than that, when employees feel supported, they are more committed to their jobs. Offering bereavement leave shows that you value your employees as people, not just workers. A supportive workplace leads to:

• Higher morale and loyalty
• A stronger bond between employees and management
• A sense of trust and well-being in the office

Even where it is not required, providing leave reflects strong leadership.

Navigating Bereavement Leave Without a Policy

Not all companies have a formal bereavement work policy. If your employer does not offer it, you still have the option to take time off.

Even without a formal policy, many employers understand personal loss. Managers are often willing to make exceptions for special cases.

Alternative Leave Options

If bereavement pay is not available, consider these alternatives:

• Sick Leave: Some companies allow sick days for emotional distress.
• Vacation Days: You can request to use paid time off (PTO).
• Personal Leave: If available, use this for emergencies.
• Unpaid Leave: If paid options are unavailable, unpaid leave might be an option.
• Remote Work: Ask if you can work from home while managing grief.
• Sabbatical Leave: One can take sabbatical time off to travel, learn new things, or take on challenging experiences.

Legal Protections and FMLA

In the U.S., the Family and Medical Leave Act (FMLA) may apply. It provides:

• Up to 12 weeks of unpaid leave for family medical issues.
• Job protection during the leave period.
• Coverage for caring for a terminally ill family member.

FMLA does not cover bereavement pay, but it may apply if the employee needs leave before their loved one’s passing (like for caregiving). They can check with HR to see if they qualify in such cases.

Best Practices for Employers

A good bereavement leave policy is more than just giving employees time off. Grief affects work and life, so companies must provide real support. Here’s how:

1. Provide grief counseling:

Grief can affect mental health for months. Offer support beyond leave days:

• Make sure your Employee Assistance Program (EAP) includes grief counseling.
• Offer free or discounted therapy sessions.
• Provide a list of support resources employees can use.

2. Train managers to handle grief compassionately:

A well-trained manager can make a huge difference in how supported an employee feels. Supervisors and HR teams should be trained on how to:

• Respond with empathy when an employee loses a loved one.
• Guide employees through the bereavement leave process.
• Offer flexibility based on individual needs.

3. Keep it confidential:

Grief is personal. Do not share details of an employee’s loss with others unless they allow it.

• Keep leave requests private.
• Inform only necessary staff about absences.
• Respect employees’ wishes when discussing their loss.

4. Offer flexible leave options:

Grief does not follow a schedule. Allow employees to take leave in different ways:

• Some may need time off immediately.
• Others may need to leave later for a memorial or legal matters.
• Offer leave that can be taken within 6 to 12 months if required.

5. Support employees when they return to work:

Returning to work after a loss is hard. Ongoing support makes employees feel valued. Offer support beyond bereavement leave:

• Allow gradual re-entry, like part-time hours, for a few days.
• Reduce the workload for the first week, if possible.
• Assign a point of contact (HR or a supportive colleague) for help.

Tools and Solutions to Manage Bereavement Leave

A good work bereavement leave policy helps employees during one of the hardest times in life. It provides time to grieve, handle family matters, and return to work without extra stress.

• Provide flexible leave options to suit different needs.
• Offer remote work adjustments if employees are not ready for full-time work.
• Ensure managers communicate with empathy, no matter where employees are.

Grief does not follow a schedule. Some employees may need time off immediately, while others require breaks later.

• Allow staggered leave so employees can attend memorials or handle family duties.
• Be open to part-time work for those struggling to return to full-time.
• Let employees adjust workloads temporarily if needed.

Losing a loved one affects mental well-being. Companies should provide access to counseling and support services.

• Grief counseling should be offered through employee assistance programs (EAPs).
• Share mental health resources with employees.
• Train managers to check in with grieving employees without pressure.

How Skuad Can Help

Managing work bereavement leave across different countries can be complex. Skuad simplifies this by helping businesses navigate leave policies in 160+ countries.

With Skuad’s unified EOR platform, you can hire globally without setting up local entities, onboard employees quickly with ensured compliance, and securely manage payroll and benefits. Whether handling bereavement pay or other HR needs, Skuad makes global team management easy.

Let Skuad streamline hiring and employee support while you focus on growing your business. Book a free demo today!

FAQs

What is considered an immediate family for bereavement?

Immediate family typically includes spouses, parents, children, siblings, grandparents, and in-laws.

Does bereavement use PTO?

Bereavement pay and Paid Time Off (PTO) are distinct types of leave. PTO is a pool of days employees can use for various reasons, such as vacation or personal time. The bereavement leave policy specifically provides time off to grieve the loss of a loved one. Some employers offer separate bereavement leave, while others may require employees to use their PTO.

What states have mandatory bereavement leave?

California, Washington, Illinois, Maryland, and Oregon mandate bereavement leave, and other states may have specific provisions.

Do you get paid for bereavement leaves?

Payment during bereavement leave depends on company policy; it is not guaranteed.

What does it mean to be on bereavement leave?

Bereavement leave allows time off work to grieve and manage affairs after a loved one's death.