Bereavement leave is an employer-provided benefit that offers employees time off from work following the death of a loved one. Understanding the specific guidelines of a company’s policy is necessary, as the time allotted and the relationships covered vary significantly. This time is designed to support an employee as they manage the immediate emotional and logistical challenges that accompany a loss.
Defining Bereavement Leave
This leave allows employees to step away from professional duties to handle personal matters immediately following a death. It provides time for initial grieving and managing non-negotiable arrangements. This includes coordinating with family members, making funeral plans, and traveling to the location of services. Bereavement leave is distinct from other forms of paid time off because it is specifically tied to a death event. Unlike job-protected leaves such as the Family and Medical Leave Act, bereavement policies are short-term and focus on the immediate aftermath of a loss.
Who Does Bereavement Leave Cover?
Policies vary widely regarding which relationships qualify for this time off, often creating tiers that determine the amount of leave an employee receives. The employee handbook is the definitive source for understanding the specific family structure recognized by the company. The amount of time granted corresponds to the closeness of the relationship.
Immediate Family
Relationships considered immediate family are almost universally covered and generally receive the maximum number of days allowed under the policy. This tier typically includes a spouse or domestic partner, children, and parents, as well as the in-laws for those relationships. The definition often extends to stepchildren, stepparents, and legal guardians, recognizing the varied structures of modern families. Employees are typically granted three to five days of leave for the loss of an immediate family member.
Extended Family
Extended family members are often covered, though the duration of leave may be shorter than for immediate family. This group commonly includes grandparents, grandchildren, aunts, uncles, cousins, nieces, and nephews. For these relationships, a policy might grant one to three days of leave, or sometimes only one day to attend the funeral service itself. Some employers require that the extended family member must have lived in the employee’s household to qualify for the full leave benefit.
Non-Relative Close Relationships
Some progressive company policies recognize that emotional support is not limited to blood or legal ties and may include non-relative close relationships. This category can encompass close friends, partners not legally recognized as domestic partners, or roommates who function as family. Leave for this tier may require management approval or be covered under a general “discretionary time off” provision rather than the formal bereavement policy. In cases where the policy is silent, employees may be permitted to use accrued personal or vacation time to attend services for non-relatives.
Specific Activities Covered During Leave
The time off is used for necessary practical actions and emotional processing. A primary use is attending and participating in the planning of the funeral, memorial service, or wake. This includes meeting with funeral home directors, coordinating with officiants, and making logistical decisions about final arrangements. Travel time is also covered, particularly if the service is held in a distant state or internationally. Employees may also use the time to handle immediate legal and financial arrangements, such as locating a will, accessing a safe deposit box, or beginning the process of managing basic estate matters.
Duration and Payment Structure
The duration of leave typically ranges from three to five paid days for immediate family and one to three days for extended family. The question of payment is determined solely by the employer’s policy, with most standard plans offering paid leave. Some companies may offer a hybrid approach, such as providing three paid days and two optional unpaid days. If the standard bereavement time is insufficient, employees may utilize other forms of accrued paid time off, such as sick days or vacation time, to extend their absence. Requesting an extension using personal time often requires a separate discussion with a manager or Human Resources to coordinate coverage.
Requesting and Documenting the Leave
The process for taking bereavement leave begins with immediate notification to a direct manager or Human Resources. Employees should communicate the need for the leave as soon as possible, providing the name of the deceased and the expected dates of absence. Employers have the right to request reasonable documentation to confirm the death and the employee’s relationship to the deceased. This documentation commonly includes:
A copy of an obituary
A funeral or memorial service program
Written verification from the funeral home
A death certificate, though employees are generally given time to obtain official documents
Legal Framework and Employer Policy
In the United States, no federal law mandates employers provide bereavement leave, paid or unpaid. Therefore, the policy is almost entirely at the discretion of the employer and is defined within the company’s internal handbook. While the majority of states follow this employer-discretion model, a few states have implemented specific requirements. For instance, states like California and Oregon require covered employers to provide a certain number of days of leave for the death of a family member.