What is Bereavement Leave?
Loss affects our ability to focus on work and often overwhelms us. It’s an inevitable part of life, but many businesses don’t understand the importance of providing bereavement leave for their employees.
Bereavement leave isn’t a legal necessity, but most businesses should offer their staff time off to deal with losing a loved one. You don’t have to include bereavement time off in an employee’s contract, but most specialists recommend offering some leave during difficult times. Sometimes, employers grant time off but refuse their employees bereavement pay.
Not giving your employees the option might increase employee disengagement and turnover rates and negatively impact the overall employee experience. If you’re interested in learning via video, watch below. Otherwise, skip ahead.
What Is Bereavement Leave?
Bereavement leave is time off when a close relative dies. If you give an employee bereavement leave, you can decide whether to offer a bereavement salary. It’s common for most employers to give their team members up to three days off when a close family member passes away, but some are reluctant to offer paid leave for extended family or close friends.
During the leave, a grieving employee can arrange a funeral, grieve, and plan memorial services.
If you’ve ever suffered a loss, then you’ll know how hard it is to concentrate on work while you’re trying to grieve, so bereavement leave is very beneficial. While most employers understand during times of loss and will offer the rest, no federal law states they must do so. Oregon is the only state that ensures employers grant their staff members bereavement leave.
Why is Bereavement Leave Important?
Deciding whether to offer bereavement leave is a common issue for businesses, but it shouldn’t be. The main reasons companies refuse bereavement time off or bereavement salary are the worry of profit loss and understaffing. However, reports show that not implementing a bereavement policy is counterproductive. Many managers focus on performance management or employee incentive programs, leaving grief at the bottom of the priority list.
Most businesses offer their employees a maximum of three days’ leave in the event of bereavement and don’t consider their own experiences with loss. Have you lost someone you loved? Could you deal with that loss in three days? Of course not! The biggest issue with short leaves is that employees have to return to work, but they’re not in the best frame of mind.
We all handle grief in different ways, and while some people use work as a distraction, others need time to deal with their loss. If you don’t allow your employees to address their grief, they are susceptible to depression, anxiety, insomnia, and even breakdowns. Specialists advise employers to adjust their bereavement policies to give employees more time to deal with the complex grief process.
Numerous studies show that grief reduces productivity, and companies can lose money if they don’t have a good bereavement policy. Those affected by loss are more understanding of their employees, but most companies offer the bare minimum bereavement leave.
The Legal Policies on Bereavement Leaves
The Fair Labor Standards Act ensures employees get fair wages and treatment from their employers. However, there are no specific laws or guidelines about bereavement pay. While most companies offer a form of bereavement leave, it’s worth considering including bereavement salary for your employees. We’ve all dealt with loss in our lives, and showing your team you support them at a difficult time will increase their loyalty to the company.
Oregon is the only state with bereavement leave legislation. Employees who work at least 25 hours a week for 180 days out of the year are entitled to two weeks of paid bereavement leave. Illinois allows leave if a child passes away, but companies with 50 employees or more are subject to the law.
In all other states, bereavement leave is up to the company. This means you can decide how much you should offer and whether to pay employees. Remember that people are entitled to paid sick leave, so why shouldn’t they have time off in the event of a loss? Think about how your employees are feeling and try to understand their circumstances. Loss is one of the hardest experiences we ever must face, and offering paid bereavement leave as part of an employment package can help you build a more productive workforce in the long term.
What Things to Consider When Writing a Bereavement Leave Policy?
If you create a bereavement leave policy, outline it in the employee’s contract. Your bereavement policy should include:
- How many days do you allow off
- How many hours an employee must work to qualify for leave
- Which relatives does the policy cover
- How to request the leave
- The amount of bereavement salary you offer
Unfortunately, some employers don’t understand how vital bereavement leave is and refuse to accommodate their employees. As the law stands, there’s nothing an employee can do about this, but the negative effects of grief can impact your company.
Introducing a Bereavement Leave Policy
If you’re struggling to implement a bereavement leave policy, consider these vital points.
Paying Employees for Bereavement Leaves
The biggest problem with employee bereavement leave is that companies can decide how much they pay or if they pay. However, this proves beneficial for employers, most like small business owners. Some employers want to offer bereavement but worry about the financial implications.
Many businesses offer their employees three days of paid bereavement leave and two days of unpaid leave. Doing this lets you show your team that you’ll support them through difficult times and minimize the financial implications. Most people understand that their bosses have financial responsibilities and appreciate being offered time off.
If you own a larger company, you should consider your responsibility to every employee and aim to introduce a more comprehensive bereavement leave policy. Businesses with the resources should allow their team a reasonable amount of time to grieve and note the example other companies are setting.
Facebook is one of the largest companies in the world, and its bereavement policy reflects its success. The company offers its staff members 20 days of paid leave for immediate family members and 10 days for extended family. The company attributed its policy to the experiences their senior management team has had with loss, understanding how important time off to grieve is.
Bereavement salary is not a luxury, but it is something employees expect during times of need. In recent years, businesses have noticed the importance of a work-life balance, and stress is the number one cause of workplace absences. Forward-thinking employers recognize that the happiness of their staff is central to a company’s growth and continued success, so we can hope other companies follow in Facebook’s footsteps.
Asking For Bereavement Leave
The last thing anyone wants to do is speak to their employers when in an emotional state. Loss affects everyone, and you should try to console your employees and understand their emotions. Empathy is key to dealing with bereavement, and this helpful guide can make your workplace a more harmonious place.
How you handle bereavement leave requests depends on how large your company is and the working environment you create. Professional companies with many staff members might have a dedicated HR team to handle bereavement requests and a set of guidelines and policies they must follow. If you own a smaller company and have a strong relationship with your employees, they’ll come to you with their requests.
If you offer your employees bereavement leave, consider asking them to request it in writing. You can set up a company procedure for handling requests through email or writing. Not only will this make it easier for you to keep track of the requests, but it’s also better for your employees, as many won’t want to come to work and speak to you if there is a sudden loss in their family.
You can arrange a meeting with your employee if you’d like to negotiate their leave, but it’s vital to ensure any collective bargaining agreement you both reach is recorded in writing.
If you’re interested in learning about bereavement leave and mastering other HR fundamentals, check out our HR Certification Courses.
What If I Can’t Offer Bereavement Time Off?
If you’re a small business owner, it’s difficult to accommodate your employees during a bereavement. Some businesses rely on their staff and cannot afford to offer bereavement salaries. However, if you’d like to support your team members during a bereavement, there are some ways around the situation.
You can discuss a range of options with your employees, but one of the best ways to allow them time off to grieve is to ask them to use some of their sick days. The law states that a person can take sick leave when an immediate family member dies if they’re attending a funeral.
The US Office of People Management allows employees to use 13 days of sick leave each year to deal with family issues. However, if the individual is planning or attending a funeral, you’re allowed a maximum of three days.
If your employees have already used their sick days, ask them to use their personal days as bereavement leave. Most people want to attend funeral services and spend time with their family, so they’ll agree with your suggestions.
Conclusion
Bereavement leave is about saying goodbye to loved ones and taking time to grieve. If you cannot offer bereavement time, try to understand and accommodate your employees’ needs. Remember, an individual’s health should always come first, so explore every avenue possible to enable your employees to readjust to normal activities.
FAQs
Here are the most frequently asked questions:
What is bereavement leave, and who qualifies for it?
Bereavement leave is a type of leave that allows employees to take time off from work to grieve the loss of a family member or extended family member. Typically, the definition of “family member” may vary by organization, but it often includes parents, siblings, spouses, a domestic partner, and children. Anyone with whom the employee has a personal relationship. Many companies outline these details in their employee handbook, specifying the eligibility criteria and leave duration available to grieving employees.
Is bereavement leave paid or unpaid time off?
Whether bereavement leave is paid or unpaid, time off can vary significantly from one employer to another. Some companies offer paid bereavement leave, allowing employees to take time off without reducing pay, while others may provide only unpaid leave. Employees need to check their employee handbook or speak with their HR department to understand their organization’s specific policies related to bereavement leave.
How many days of bereavement leave can I take for a family member’s death?
The number of days granted for bereavement leave often depends on the company’s policies and the relationship to the deceased. Typically, organizations may allow three to five days for the death of an immediate family member. The leave might be shorter for extended family members, such as grandparents or aunts and uncles. Employees should refer to their employee handbook for the allotted days.
Are there any specific procedures to follow when requesting bereavement leave?
Yes, most companies have specific procedures that grieving employees must follow when requesting bereavement leave. This often includes notifying a direct supervisor or HR as soon as possible and providing any necessary documentation, such as a death certificate or funeral program. It’s advisable to review the employee handbook for guidance on the proper steps and any forms that may need to be completed to ensure the request for leave is processed smoothly.
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