Losing a loved one affects every aspect of a person’s life. Amid the emotions and responsibilities that follow a loss, it becomes difficult to maintain focus at work. Many employers recognize this and offer bereavement leave as a way to support their team members during difficult times.
For small businesses, establishing a bereavement policy in advance ensures clarity and compassion when employees need it most. This overview provides definitions, common challenges, and guidance on who is generally covered by bereavement leave policies.
Understanding Bereavement Leave
Bereavement leave also referred to as compassionate leave, allows employees to take time off from work following the death of a close friend or family member. This leave is typically paid but varies depending on the organization and location.
During this time, employees are managing much more than grief. Funeral arrangements, legal paperwork, and family coordination require attention, and without a formal leave policy, stress can multiply.
While some states, such as Oregon, New York, and Illinois, have moved toward requiring employers to offer paid bereavement leave, most still do not. Despite the lack of a federal mandate, many companies choose to offer this benefit to ensure stability for their team and continuity for the business.
Who Is Typically Covered
Organizations are encouraged to define clearly which relationships qualify for bereavement leave. Immediate family is most commonly included. This often refers to:
• Spouse
• Parent, including:
◦ biological parent
◦ adoptive parent
◦ foster parent
◦ parent-in-law
◦ step-parent
◦ parent of a same-gender domestic partner
◦ a person with whom the employee has or is in a relationship in loco parents or the individual or organization legally responsible for taking on some of the functions and responsibilities of a parent.
• Child, including:
◦ biological child
◦ adopted child
◦ step-child
◦ foster child
◦ child of a same-gender domestic partner
• Grandfather
• Grandmother
• Grandchildren
• Domestic Partners
Some employers extend the policy to cover:
• Siblings
• Aunts and uncles
• Nieces and nephews
• Individuals with whom the employee had an extended close relationship
• Individuals who live in the same home
Employers may request documentation such as a funeral program, obituary, or death certificate as part of the process.
Typical Duration
The amount of time granted for bereavement leave differs across companies. It is often based on the relationship to the deceased, the employee’s status (hourly, salaried, or contract), and the company’s internal policy.
According to the International Foundation of Employee Benefit Plans (IFEBP), the most common bereavement leave offering in the United States falls between three and five days. Many employers provide more time off in the event of a spouse’s, child’s, or parent’s death. Leave for extended family members is typically shorter, often limited to a single day to attend funeral services.
Additionally, the IFEBP reported that most businesses offered one day of bereavement leave to attend the funeral of an aunt, uncle, niece, or nephew.
Common Challenges for Employers and Employees
When no bereavement policy is in place, employees may turn to paid time off, unpaid personal leave, or flexible work arrangements to manage their responsibilities.
The absence of a policy can create inconsistency, uncertainty, and added emotional strain. It also places pressure on managers to make quick decisions without a shared framework. On the other hand, a clearly communicated policy provides stability during a time of crisis and signals to employees that their well-being matters.
Once a bereavement policy is established, the business can operate without too much interference, while the valued co-worker can take off the time they need to move through their grief.