Employers across the UK want to do the right thing when someone is grieving. This employment law update sets out what has changed, what has not, and how to support people compassionately while staying compliant. We cover bereavement leave, Parental Bereavement Leave, time off for dependants, Carer’s Leave, flexible working, and predictable working patterns. Ethical employers, including B Corp certified businesses and charities guided by Investors in People or ISO 30414, can use this as a practical checklist aligned to UK law, ACAS guidance, and GOV.UK resources.
What has actually changed with bereavement leave in the UK?
Bereavement leave in UK law still centres on Parental Bereavement Leave and time off for dependants, not a general statutory allowance for all losses. The practical change is sharper guidance and related new rights that make compassionate flexibility easier to give.
In Great Britain, there is no standalone statutory right to paid bereavement leave for close relatives. Employees do have a day one right to time off for dependants in an emergency, which includes a death or funeral arrangements, usually unpaid. Parental Bereavement Leave remains a specific statutory right. ACAS encourages employers to adopt compassionate policies and flexible responses to grief, and tribunals expect reasonable, fair handling. For authoritative guidance, see ACAS on bereavement at work: ACAS – Time off for bereavement.
Practical action: Review your employee handbook or relevant HR policy to confirm your compassionate leave approach, align it with ACAS guidance, and train managers to respond consistently.
Who can take Parental Bereavement Leave and how does it work?
Parental Bereavement Leave applies when a child under 18 dies or is stillborn after 24 weeks, and it is a day one right. Eligible employees may also receive Statutory Parental Bereavement Pay if service and earnings criteria are met.
Employees can take up to two weeks, in one block or two separate one-week blocks, within 56 weeks of the child’s death. Notice rules are designed to be flexible, and evidence requirements are limited. Pay is available if the employee has 26 weeks’ service and meets the earnings threshold. Full details are set out by GOV.UK: Parental bereavement leave and pay.
Keep records in line with UK tax and payroll rules. Use clear privacy notices when collecting any documentation.
Practical action: Add a concise Parental Bereavement Leave policy to your handbook and ensure payroll can process Statutory Parental Bereavement Pay correctly.
Is there a legal right to bereavement leave for close relatives?
There is no general statutory entitlement to bereavement leave for close relatives in Great Britain. Employees can use time off for dependants for emergencies linked to a dependant’s death and funeral arrangements.
Time off for dependants is a day one right, usually unpaid, and covers a spouse or civil partner, child, parent, or someone who reasonably relies on the employee for care. Employers can, and often do, offer additional paid compassionate leave by policy. ACAS explains the scope and good practice here: ACAS – Time off for bereavement and the GOV.UK page on emergencies: Time off for dependants.
Apply your policy consistently and consider protected characteristics under the Equality Act 2010 when handling requests.
Practical action: Define compassionate leave clearly in your handbook, including who is covered, how much time is available, and whether it is paid.
What other new employee rights from 2024-2025 should employers act on now?
Several new rights increase flexibility, which helps you support grieving employees with practical options. The priority is to update policies and train managers on day one rights and request processes.
Key recent changes include:
- Flexible working – day one right: Employees can request flexible working from day one, with faster response times. Guidance is on GOV.UK: Flexible working.
- Carer’s Leave – from 6 April 2024: A day one right to one week of unpaid leave per year to care for a dependant with long-term care needs. See GOV.UK: Carer’s Leave.
- Paternity Leave reforms – April 2024: Leave can be taken in two one-week blocks and within 52 weeks of birth or adoption, with simplified notice. Details here: Paternity pay and leave.
- Extended redundancy protection – April 2024: Priority for suitable alternative employment extends from pregnancy through to 18 months after birth or adoption. ACAS guidance: Redundancy during pregnancy or family leave.
- Predictable working patterns – from 6 September 2024: Workers and agency workers can request a more predictable pattern of work. GOV.UK explains the right: Request a predictable pattern of work.
- Duty to prevent sexual harassment – from 26 October 2024: Employers must take reasonable steps to prevent sexual harassment. The Equality and Human Rights Commission guidance is here: Preventing sexual harassment at work.
These rights apply across the UK, with sector nuances. Ensure your forms, processes, and manager briefings reflect the new timelines and criteria.
Practical action: Audit your policies end to end. If you need support, our friendly team can help you update everything quickly, see our HR Services.
What is coming next on neonatal care leave and how should we prepare?
Neonatal care leave and pay has been legislated but commencement depends on government regulations, so timelines can shift. The smart move is to prepare draft processes now and watch for the start date.
The Neonatal Care (Leave and Pay) Act 2023 will provide additional leave for parents whose babies spend time in neonatal care, with details set by regulations. The legislation is here: Neonatal Care (Leave and Pay) Act 2023. GOV.UK will publish the commencement date and payroll guidance. Until then, offer compassionate flexibility via existing policies and flexible working.
Keep your HRIS and payroll ready to configure a new statutory leave type once regulations go live.
Practical action: Draft a neonatal leave policy outline and train managers to escalate cases to HR for tailored support.
How do we write a compassionate bereavement policy that fits our values?
A good policy sets clear expectations and gives managers freedom to act humanely. Aim for simple language, fair parameters, and flexibility for individual circumstances.
Essential elements include:
- Clear definitions: Explain Parental Bereavement Leave, time off for dependants, and your compassionate leave offer.
- Eligibility and scope: State who is covered, including non-traditional family structures and cultural considerations.
- Time and pay: Detail the number of days, whether paid or unpaid, and any discretion for extra time.
- Flexible options: Offer remote work, reduced hours, or phased returns in line with the flexible working regime.
- Manager guidance: Provide contact scripts, confidentiality rules, and signposts to support.
- Wellbeing support: Highlight Employee Assistance Programmes, bereavement charities, and peer support.
- Review and reporting: Link to human capital metrics in line with ISO 30414 to measure impact.
Values lens: B Corp principles, the Carbon Trust Standard approach to responsible leadership, and Ethical Consumer expectations all favour transparent, humane policies.
Practical action: Co-create the policy with employee representatives, then add it to your handbook and onboarding materials.
What should managers do in the first 72 hours after a bereavement?
Compassionate contact and practical help make the biggest difference early on. Focus on clear communication, flexibility, and privacy.
Helpful steps include:
- Personal outreach: Agree the employee’s preferred communication method and frequency.
- Time off plan: Confirm statutory and policy options and reassure the employee there is no rush.
- Work cover: Reallocate tasks without pressure, communicate need-to-know information to the team.
- Admin support: Offer help with forms, pay queries, and any benefits claims.
- Follow-up: Schedule a gentle check-in and offer a single point of contact.
Record decisions proportionately and in line with ACAS guidance. Keep sensitive details confidential.
Practical action: Create a short manager checklist and store it with your bereavement policy for quick reference.
How do we handle sensitive data about bereavement under UK GDPR?
Treat bereavement information as highly confidential and only collect what you truly need. Be clear about purpose, access, and retention.
Under the UK General Data Protection Regulation (UK GDPR), you must have a lawful basis, minimise data, and protect it appropriately. You rarely need medical details to authorise leave. Store notes securely, restrict access, and set a sensible retention period. Update your privacy notice so employees know how you handle bereavement-related data.
Consider data protection impact if you capture special category data, and train managers not to over-collect.
Practical action: Add a short paragraph on bereavement-related data to your employee privacy notice and manager training.
What should we update in our contracts and handbook this quarter?
Focus on sections that interact with bereavement and family-friendly flexibility. Keep language simple and consistent across documents.
Priority updates include:
- Compassionate leave: Define scope, eligibility, and pay clearly.
- Parental Bereavement Leave: Add a concise statutory section with links to GOV.UK.
- Time off for dependants: Clarify when and how to request time, plus any paid enhancements.
- Flexible working: Reflect day one rights, request process, and timelines.
- Carer’s Leave: Add eligibility, notice, and how it works alongside other leave.
- Predictable working patterns: Explain the right to request and response times.
Practical action: If you would like a fast, friendly update, our team can refresh your handbook with minimal fuss. Explore our HR Services or Book a Free Consultation.
How can lean charities and green start-ups handle bereavement leave well?
Small teams can support people thoughtfully without complex bureaucracy. The key is a simple policy, trained managers, and a named contact.
Practical ideas include:
- Template first: Use one-page checklists and short policy summaries to save time.
- Cross-cover plans: Pre-plan task cover for critical roles to reduce pressure.
- Flexible returns: Offer reduced hours or remote options, aligned with your sustainability ethos.
- Partner support: Signpost local charities and national grief organisations.
Values lens: Charities and sustainable businesses, including Fairtrade supply chain partners and WRAP UK collaborators, often lead on humane practice. For sector-specific support, see our pages for Charities & Not-For-Profits and for Renewable, Green Energy and Sustainable Organisations.
Practical action: Nominate a wellbeing lead to coordinate support and keep documentation tidy.
Need hands-on help to implement these changes without the jargon?
Yes, we can help you update policies, train managers, and handle sensitive cases. You get practical, values-aligned support with clear, compliant documents.
Our qualified team partners with values-led employers to design compassionate bereavement approaches and implement new rights smoothly. We bring experience, warmth, and an ethical lens that fits B Corp-style cultures and responsible governance.
Next step: Book a friendly chat and we will map the quickest route to compliance and care. Book a Free Consultation.
FREQUENTLY ASKED QUESTIONS
What counts as bereavement leave in UK law?
In UK law, bereavement leave mainly means Parental Bereavement Leave and time off for dependants. Parental Bereavement Leave applies if a child under 18 dies or there is a stillbirth after 24 weeks, and it comes with potential statutory pay. Time off for dependants covers emergencies involving a dependant, including death or arranging a funeral, and it is usually unpaid. Most other compassionate leave is set by your employer’s policy. For official guidance, see GOV.UK on Parental Bereavement Leave and Pay and ACAS on bereavement at work.
Is bereavement leave paid in the UK?
Some bereavement leave can be paid, but it depends on the type and your employer’s policy. Statutory Parental Bereavement Leave may be paid if you meet the service and earnings criteria set by GOV.UK, which your payroll team can check. Time off for dependants is typically unpaid, although many employers offer paid compassionate leave as a benefit. To know where you stand, check your contract, your handbook, and the GOV.UK page on Parental Bereavement Leave and Pay.
Can I take time off to attend a funeral?
Yes, you can usually take time off to attend a dependant’s funeral using time off for dependants. This is a day one right, although it is normally unpaid unless your employer offers paid compassionate leave. If the person is not a dependant, many employers still allow compassionate time off by policy. Practical steps include notifying your manager as soon as you can, agreeing how much time is needed, and confirming any cover arrangements.
How many days are you entitled to for bereavement?
There is no fixed statutory number of days for bereavement beyond Parental Bereavement Leave, which allows up to two weeks. For other bereavements, time off for dependants is reasonable time to deal with emergencies, typically short and usually unpaid. Many employers provide additional paid compassionate leave, often a few days, set by policy. The best next step is to read your handbook and discuss what you need with your manager so a fair plan can be agreed.
How should small businesses handle bereavement requests fairly?
A simple, consistent process helps small teams support people kindly and stay compliant. Start by creating a short compassionate leave policy that explains who is covered, how to request time, and whether it is paid. Then train managers to handle requests.
Useful actions include:
- Clear criteria: Define dependants and outline when compassionate leave applies.
- Flexible options: Offer adjusted hours or remote work after the funeral period.
- Single contact: Nominate one person to coordinate support and keep records minimal. This avoids confusion and shows care without heavy admin.
What is Parental Bereavement Leave and who qualifies?
Parental Bereavement Leave is a statutory right when a child under 18 dies or there is a stillbirth after 24 weeks. It is a day one right and can be taken as up to two weeks, in one block or two one-week blocks, within 56 weeks. Statutory pay may apply if you have 26 weeks’ service and meet the earnings threshold. To use it, notify your employer as soon as is reasonably practicable and follow their process. GOV.UK explains the details step by step.
How does Carer’s Leave differ from bereavement leave?
Carer’s Leave supports caring responsibilities for someone with long-term care needs, not bereavement, and it is a separate statutory right. From April 2024, employees have a day one right to one week of unpaid Carer’s Leave per year, which can be taken flexibly. It is helpful if you are supporting someone who is ill or disabled. Bereavement-related time off is usually Parental Bereavement Leave or time off for dependants. Both rights can sit alongside your employer’s compassionate leave policy.
What records should employers keep about bereavement under UK GDPR?
Keep only what you need, store it securely, and delete it when it is no longer required. A brief note of dates taken, the type of leave, and any pay decisions is often sufficient.
Helpful safeguards include:
- Minimal data: Avoid collecting medical details unless strictly necessary.
- Restricted access: Limit records to HR and relevant managers on a need-to-know basis.
- Clear retention: Set and follow a short retention period for sensitive notes. Update your employee privacy notice to explain how bereavement-related data is handled.
Can an employer refuse time off for bereavement?
Employers should act reasonably and follow the law, which provides day one rights in certain situations. Time off for dependants is a legal right to deal with emergencies involving dependants, including funerals, and should not be unreasonably refused. Parental Bereavement Leave is also a statutory right. For compassionate leave beyond the legal minimum, follow your policy and be consistent. If you are unsure, seek HR advice so decisions are fair and clearly documented.
How can we support employees after a miscarriage or baby loss?
Compassion, privacy, and flexibility matter most after loss. Start by asking the employee how and when they want to communicate, then offer time off and a gentle, phased return if helpful.
Practical supports include:
- Tailored time off: Use Parental Bereavement Leave if eligible, or compassionate leave.
- Adjusted workload: Reduce non-essential tasks and deadlines temporarily.
- Signposting: Share details of support charities and any Employee Assistance Programme. Small acts of kindness reduce stress at a very difficult time and build trust.
What changes are coming with neonatal care leave?
Neonatal care leave and pay has been legislated, with the detailed start date set by government regulations. The best approach now is to draft a simple policy outline, prepare payroll to add a new leave category, and train managers to escalate cases to HR. Once the commencement date is announced, update your handbook and communicate the process clearly. Keep an eye on GOV.UK and legislation updates so you can implement the new right smoothly when it goes live.
How do flexible working changes help employees who are grieving?
Day one flexible working rights make it easier to offer phased returns, reduced hours, or temporary remote work. This can be a practical bridge back to work after a death. A good process is to invite a discussion about options, consider temporary adjustments, and agree a review date. Examples include later start times for a short period, a four-day week for a month, or working from home on specific days. Document the arrangement and support the employee with regular check-ins.
Related Resources
Explore flexible HR support, policy drafting, handbooks, and manager training designed for ethical, sustainable organisations that value compassionate practice.
Schedule a friendly, no-obligation call to map your policy updates, training needs, and a pragmatic plan to implement new employment rights.
Tailored HR help for charities, social enterprises, and mission-driven organisations, from compassionate policies to tricky employee relations.
Sector-specific HR support for green and sustainable companies that want people-first, compliant practices aligned with their environmental values.
Further Reading
Official GOV.UK guidance on eligibility, notice, evidence, and pay for Parental Bereavement Leave to help you apply the rules correctly.
Practical advice from ACAS on managing bereavement at work, including time off, pay, and supportive conversations for managers.
GOV.UK overview of the day one right to take reasonable unpaid time off in emergencies involving dependants, including death and funerals.
GOV.UK guidance on the new day one right to one week of unpaid Carer’s Leave for employees supporting dependants with long-term care needs.
GOV.UK explains who can request predictability, how to make a request, and how employers should respond under the 2024 rules.
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