A bereavement leave policy,and how to handle it with care.
Bereavement leave is time off after the death of someone close: to grieve, arrange and attend a funeral, and deal with what follows. In the US, no federal law requires it for private employers, though a few states, including California, Oregon, Illinois and Washington, have their own rules. Most companies offer it anyway, usually paid.
Here's what's typical, a sample policy you can adapt, and how a manager can make a hard week a little easier. It's general information, not legal advice.
How much bereavement leave is typical
Three to five paid days for the death of an immediate family member (spouse or partner, child, parent, sibling) is the most common, often with one to three days for extended family or close friends. More generous policies give two weeks for a spouse, partner or child. Travel for a funeral abroad often needs extra days.
A sample bereavement leave policy
Bereavement leave. If someone close to you dies, you can take up to 5 paid days off for an immediate family member (spouse or partner, child, parent, sibling, grandparent, grandchild, or the same relatives of your spouse or partner) and up to 3 paid days for anyone else you were close to. The days don't have to be taken in a row, and can be taken within three months. If you need more time, talk to your manager: you can add PTO or unpaid leave. We won't ask for proof.
Adjust the numbers to what your company can offer, and check your state's rules, which may require a minimum.
How a manager can help
Say you're sorry, tell them to take the time they need, and handle the logistics yourself: reassign their work, cancel their meetings, move their on-call shift. Don't ask for paperwork. When they come back, check in privately, and expect a few slower weeks.
Small things that matter
Don't ask for proof
Asking for a death certificate makes a terrible week worse.
Define family broadly
Include partners, step-relatives and close friends.
Allow split days
The funeral may be weeks after the death.
Cover their work
Reassign tasks and on-call without being asked.
Allow extra time
Let people add PTO or unpaid leave when they need it.
Follow up
Check in a few weeks later, when everyone else has moved on.
When someone has to go now,cover their work without asking them.
The kindest thing a manager can do is take the logistics off their plate: who covers their work, their meetings and their on-call. On a team board that takes a minute. This one's live.
See what needs cover
Their on-call shifts and commitments are on their row.
Reassign in a minute
Drag a shift to someone who's in.
Warnings for clashes
A shift that lands on someone's time off gets a warning.
- On-call next to everyone's time off
- A shift on someone's time off gets a warning
- Drag a shift to someone else
- Holidays per person's country
Cover time off at short notice with the whole team in view.
Forgot shows the whole team's time off, on-call and holidays on one timeline, so covering for someone takes a minute, not a dozen messages.
- On-call that warns when it lands on time off
- Everyone's time off on one timeline
- Custom types like Bereavement
- Your team sends dates without signing up
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Questions
What is bereavement leave?
Time off after the death of someone close, to grieve, arrange and attend a funeral, and handle what follows.
How many days of bereavement leave are normal?
Three to five paid days for an immediate family member is most common, often with one to three days for others. Some companies give up to two weeks for a spouse, partner or child.
Is bereavement leave paid?
No federal law requires it for private employers, but most companies pay it. A few states, including California and Oregon, require bereavement leave, and rules on pay differ.
Can an employer ask for proof of death for bereavement leave?
Some policies do, and some state laws allow it, but many companies don't ask. Asking is rarely worth the hurt.