When a loved one passes away, understanding workplace policies for time off is important. This article clarifies the standard allowances and procedures for bereavement leave following the death of a grandparent.
Standard Bereavement Leave for Grandparents
Bereavement policies generally follow a pattern based on the relationship to the deceased. For the loss of a grandparent, the typical paid leave allowance offered by US employers ranges from one to three days. This time is usually intended to cover the immediate need for travel and attendance at the funeral or memorial service.
Companies often distinguish between “immediate family” and “extended family” members. Grandparents usually fall into the extended family category, resulting in fewer paid days compared to the loss of a parent or child. Some policies exclude grandparents entirely from qualifying for paid bereavement leave.
How to Interpret Your Company’s Policy
The definitive answer rests within your specific organizational documents. Employees should consult the official employee handbook or the Human Resources portal for written policy details and definitions. If you are part of a union, the collective bargaining agreement may also outline the terms of available leave.
Policy variations hinge on the precise definition of family the employer uses. Most companies define “immediate family” narrowly to include a spouse, child, or parent, and offer the maximum paid leave for those relationships. Grandparents, siblings, and in-laws are often grouped into the “extended family” or “other relative” category, which triggers a lower leave allowance.
Eligibility also depends on your employment status and tenure with the company. Full-time employees who have passed their introductory period are typically eligible for the full benefit. Part-time or contract employees may receive a reduced duration or no paid leave at all.
The Lack of Mandated Bereavement Leave
In the United States, there is no federal law that requires employers to provide time off for bereavement. Neither the Fair Labor Standards Act nor the Family and Medical Leave Act mandates that companies offer paid or unpaid leave following the death of any family member. This absence of a federal requirement is why corporate policies vary widely across different industries and organizations.
Offering bereavement leave is a voluntary benefit determined by the employer. A few states and local jurisdictions have begun to introduce legislation requiring some employers to provide a minimum amount of time off. These state-level laws are rare and typically focus on the loss of immediate family members.
Alternatives When Standard Leave Is Insufficient
If your company’s policy provides insufficient time off, or if grandparents are not covered at all, several options are available to secure the necessary time away from work. The most direct approach is often to utilize any accrued Paid Time Off (PTO) or vacation days you have available. These days can be substituted for bereavement leave to extend your time off while ensuring you maintain your income.
Some employees may also be permitted to use accrued sick leave days, depending on the specific language of their company’s sick leave policy. If the policy includes mental health or recovery time, it may be possible to use those banked days to address the emotional toll of the loss. Employees should consult their manager or HR representative to confirm if this is an option under the company rules.
When paid leave options are exhausted or unavailable, requesting unpaid leave is a necessary alternative. This option allows you to take additional days off, even without pay, to manage funeral arrangements, travel, and personal grief. Open communication with your direct manager about the circumstances can sometimes lead to a temporary adjustment of your work schedule, such as working remotely or a reduced schedule.
Steps for Requesting Time Off
The process for formally requesting bereavement time begins with timely and direct communication. Employees should first notify their direct manager as soon as possible, explaining the situation and the estimated duration of the required absence. Following this notification, the formal request should be submitted through the company’s designated channel, such as the HR department or an online time-off system.
It is important to be clear in your request, stating the dates you plan to be absent and specifying that the time off is for bereavement. While many companies offer trust-based policies, some may require documentation to process the leave request. This documentation can include a copy of the obituary, a funeral program, or a death certificate.