Bereavement Policy by Acas
This document is a template for a workplace bereavement policy, designed to help employers support employees experiencing grief. It outlines provisions for paid and unpaid leave, including statutory parental bereavement leave and pay, and addresses miscarriage leave. The policy also covers return-to-work considerations, employee support, and cultural sensitivity.
This is an example of a workplace bereavement policy. An employer can adapt and use this policy.
It’s good practice to involve recognised trade unions or staff representatives in developing a bereavement policy.
If an employer plans to cover bereavement in an existing policy, they can use this policy to check these points are covered in the other policy. For example, if bereavement is included in an absence policy.
Bereavement Policy Template
[Name of organisation] acknowledges the personal nature of bereavement and grief and is committed to supporting employees in practical and reasonable ways.
Paid bereavement leave
Bereavement leave is paid leave that allows an employee time off to deal with their personal grief and related practical arrangements, primarily, but not limited to, when a family member dies.
[Name of organisation] acknowledges that bereavement impacts all individuals differently and the guidelines below are intended to show the minimum paid leave an employee is entitled to in different circumstances.
[Name of organisation] acknowledges that not all employees will need to take the full allowance, and some employees will need additional time, depending on their relationship with the person who has died and the circumstances of the death. Additional time off can include [insert other time off given, for example annual leave]. Employees should check the organisation's policies on [insert links to other relevant policies your organisation has].
If a dependant dies
[Insert number] working days paid leave will be granted in the event of the death of a dependant.
A dependant could be a:
[add or delete bullet points as appropriate]
spouse, partner or civil partner (including same sex partners)*
child**
parent
step-parent
sibling
person who lives in the employee's household (not tenants, lodgers or employees)
person who would rely on the employee for help in the event of an accident, illness or injury, such as an elderly neighbour
person who relies on the employee to make care arrangements
*Partner includes someone the employee is cohabiting with but is not the employee's spouse or civil partner.
**Child includes children the employee is the adoptive parent, legal guardian or carer for. If the child dies under the age of 18 or is stillborn the employee may be entitled to additional leave.
If a non-dependant dies
In these circumstances, [insert number] to [insert number] days [paid / unpaid] leave may be granted on the death of someone who is not a child or dependant. These circumstances would include (but are not limited to) situations where the employee is responsible for funeral arrangements or has to travel abroad to attend the funeral.
Giving notice for bereavement leave
An employee should notify their line manager of their need to take leave as soon as possible or, at the latest, on the first day of absence. An employee's next of kin or family member can notify the employee's line manager on their behalf.
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