When employees lose a family member, they need time to grieve. Bereavement leave provides that crucial support, giving people space to process their loss and take care of any personal matters.

This guide covers what employers need to know about bereavement leave, from policy creation to practical support tips for grieving employees.

Bereavement leave is a type of paid or unpaid time off that employees can take when a close family member or loved one passes away. It allows employees time to grieve, make funeral arrangements, and handle any personal matters related to the loss, like estate administration and financial arrangements.

Bereavement leave policies vary by company. Most cover immediate family members, like the employee's spouse or domestic partner, parents, siblings, and children, but others extend coverage to grandparents and other close relatives. Some also offer paid leave and others don’t. 

The process typically starts when employees notify their employer about a death in the family. Employers should aim to make the experience as straightforward and compassionate as possible.

While federal bereavement leave laws don’t require employers to provide this type of leave, several states have their own requirements. For example, California requires employers with five or more employees to provide up to five days of bereavement leave, while Oregon mandates up to two weeks (10 business days) for companies with 25 or more employees. Most employers recognize the importance of offering paid bereavement leave. In fact, 90% of employers provide some type of bereavement leave, understanding that employees need time to attend funerals and process their grief. 

Bereavement leave usually ranges from one to five days, with longer periods typically reserved for immediate family members like a spouse or parent. For extended family like grandparents, the leave might be shorter, offering time to attend the funeral and take care of urgent matters.

Many bereavement policies recognize that employees need extra flexibility to deal with grief after losing immediate family members. Some companies let employees add vacation days or unpaid time off to their leave.

A thoughtful bereavement policy should consider that handling affairs after a death often takes longer than expected. Between organizing funeral services, supporting other family members, and managing personal affairs, employees might need to spread their leave across several weeks rather than taking it all at once.

Bereavement leave can be unpaid or paid, depending on company policy and employee tenure. While many larger companies offer paid bereavement leave, smaller businesses with fewer resources might provide unpaid leave or a mix of both options.

A typical approach is to offer paid bereavement leave for immediate family members, with unpaid time available if employees need more days to process their grief. 

A clear bereavement policy tells employees what to expect during difficult times. It should lay out exactly how bereavement leave works while keeping it simple for grieving employees who need to take time away from work. Here's what to include:

Define who qualifies for leave. Explain which relationships are covered, like immediate family, extended family, or close friends. The policy should be transparent about whether different relationships qualify for different terms. Be specific about whether the time off is paid time, unpaid, or a mix of both.

Keep in mind that “family” can mean different things to different employees. For example, the death of a distant cousin could be life-altering for some people. Flexibility is important to giving employees the space they need to come back and do their best work.

Next, outline how employees should request bereavement leave. Keep the process straightforward — someone dealing with grief may not be able to handle complicated paperwork. If documentation is required, like a funeral program or death certificate, explain what's needed and when. 

A bereavement policy should explain how many days employees can take and if they need to use them all at once. Additionally, the policy should offer guidance to employees and HR professionals regarding out-of-office notifications and communications with internal teams.

Address whether employees can extend their leave beyond the standard amount. If they need more space, they may use vacation days or take unpaid time. Consider adding flexible return-to-work options for employees who are still grieving but feel ready to return at a smaller scale.

Finally, include information about any additional support, like counseling services or flexible scheduling. A thoughtful bereavement leave policy shows employees their employer understands they need both time and support when dealing with loss.

A supportive paid bereavement policy strengthens company culture and demonstrates genuine care for employee well-being. This compassionate approach helps companies retain valued team members while making sure they have adequate time to handle personal matters after a loss. However, many employers take extra steps to support employees during this time.

Here are some other effective ways to create a supportive environment for grieving team members:

Create a clear plan for handling the employee's work during their absence. Assign urgent tasks to other team members and postpone non-essential projects. When the employee returns, help them organize their workload by priority to keep them from getting overwhelmed.

When employees return from bereavement leave, they might need some extra flexibility as they process their loss. Consider offering adjusted hours, remote work options, or reduced schedules.

Train managers and colleagues on how to support a grieving team member. Sometimes, simple acknowledgment of the loss is enough, but it's critical to respect the grieving colleague’s privacy if they'd rather not discuss it.

Connect employees with grief counseling services or support groups. Some companies offer these resources through their employee wellness programs, and others even help with funeral arrangements or provide guidance for managing estate issues.

Unexpected losses often bring financial challenges, from funeral costs to last-minute travel expenses. Employees might need faster access to their earnings. Financial wellness benefits like EarnIn can help by providing early access to earned wages (up to $150/day, with a max of $750 per pay period¹), offering a comforting financial cushion when employees need it most..

Consider also offering benefits like financial advising services to help employees manage unexpected expenses and navigate insurance claims or estate matters. Some companies also provide bereavement stipends or assist with travel arrangements for employees who need to attend out-of-town funerals.

Beyond establishing a formal bereavement leave policy, truly supporting employees through grief requires genuine care and understanding. This means fostering a workplace culture that values empathy and provides resources to help employees navigate this difficult time. 

Financial stress often adds to the burden of grief, especially when unexpected costs arise. During events like this, EarnIn can be a valuable resource, providing employees on-demand access to their earned wages – up to $150/day, with a max of $750 per pay period¹ – to help cover expenses without added financial strain. Employees can even access their pay in minutes, starting at just $2.99 per transfer.² Additionally, Tip Yourself³ encourages employees to build savings over time, helping them build long-term financial security. Since using EarnIn, 52% of employees can now afford a $400 emergency⁴, making difficult moments more manageable.

By alleviating financial stress during times of loss, employees can focus on what truly matters—grieving, healing, and being with their loved ones.

Support employees’ well-being with EarnIn.