Bereavement and compassionate leave in the UK

Bereavement leave is time away from work after someone close to you dies. It can give you the space you need to grieve and to deal with practical tasks such as arranging or attending a funeral and supporting your family. 

If you're an employee, you have the right to time off work if: 

• a dependant dies 
• your child is stillborn or dies under the age of 18 

A dependant can include your spouse, civil partner or partner, child, parent, someone who lives in your household (excluding tenants/lodgers/employees), or someone who relies on you for care. 

Although you don't have a legal right to time off if the person who died wasn't a dependant or child, many employers have their own bereavement or compassionate leave policies. So, talk to your HR team if you have one and check your employment contract or staff handbook. 

There isn’t a single legal entitlement to a set number of bereavement days for every situation. What you can take often depends on your employer’s policy and your circumstances. Check your contract and staff handbook, then speak to your manager or HR about what’s available (and whether it’s paid). 

Parental bereavement leave 

If your child dies under the age of 18, or is stillborn after 24 weeks of pregnancy, you may be entitled to up to 2 weeks of statutory parental bereavement leave. This is a right for employees from the very first day of your employment, and the leave can usually be taken as one block of 2 weeks or as 2 separate weeks within 56 weeks of the child’s death. 

You might also be eligible for statutory parental bereavement pay, depending on your length of service and earnings. Confirm current eligibility and rates on GOV.UK, and speak to your employer or Acas if you’re unsure how the rules apply to you. 

If you don't feel ready to return to work after your time off, you may be able to use annual leave, agree unpaid leave, or if you're unwell, take sick leave with a fit note where needed. 

Time off for dependants 

A dependant is a close family member or someone who depends on you. A dependant could be your: 

• spouse, civil partner or partner 
• child 
• parent 
• someone who lives in your household (excluding tenants/lodgers/employees) 
• someone who relies on you for care. 

There’s no set amount of time you can take when a dependant dies. The law says the time off must be ‘reasonable’, which typically means enough time to deal with the immediate emergency (for example, making arrangements and organising care). Tell your employer as soon as you can so they can plan cover and discuss what you need. 

There's generally no statutory right to paid time off unless you're eligible for parental bereavement pay when a child dies. Whether you're paid will usually depend on your employer's policy, your contract, and any arrangements your manager or HR team agrees with you. 

Many workplaces already have a bereavement or compassionate leave policy. If you can, check your staff handbook or HR portal first so you know: 

• who to notify (for example, your line manager, HR, or both) 
• how many days are offered and whether they're paid 
• whether your employer asks for any evidence, such as funeral details 
• what happens if you need additional time off 

 If you feel able, speak to your manager as soon as possible and keep it simple: explain what's happened, your relationship to the person who has died, and what time off you think you'll need. 

Coming back to work can feel difficult, even if you were ready for the time off to end. If you can, have a short check-in with your manager before you return (or on your first day back) to agree what support you need and what communication feels manageable. 

Things you might want to consider: 

• A phased return – shorter days or fewer days for a week or two, if your employer can accommodate it 
• Temporary adjustments – such as a lighter workload, fewer deadlines, avoiding travel, or reduced customer-facing duties 
• Communication preferences – agree how and when colleagues are told, and what details (if any) you're comfortable sharing 
• Boundaries for contact – for example, whether you prefer email over calls, or if you'd like fewer meetings at first 
• Known triggers – flag dates like the funeral, inquest or probate appointments, or anniversaries, so you can plan time off or flexibility 
• Available support – ask what's available, such as an employee assistance programme (EAP), occupational health, mental health first aiders, or counselling 

 If you’re not well enough to work, it may be more appropriate to take sick leave and speak to your doctor about a fit note. If work is contributing to how you feel, you can also ask your employer about reasonable adjustments and wellbeing support. 

It’s uncommon for an employer to refuse a reasonable request, but it can happen (for example, if they believe the request is not covered by their policy). If you’re an employee and the situation involves a dependant, you may still have a legal right to a reasonable amount of time off for dependants. 

If you’re refused leave or feel you’re being treated unfairly, you can: 

• ask HR to explain the policy in writing 
• see if you can use annual leave, unpaid leave, or flexible working temporarily 
• get support from your trade union (if you have one) 
• contact Citizens Advice or Acas for guidance on your rights and options 

More support around grief and bereavement.