You can create or amend your existing policies using the templates provided below.
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At Compassionate Employers, we often hear from bereaved people how important a policy can be. It's also important for employers to regularly hear from employees about what support they need.
Having policies ensures that all employees receive the necessary time off and support during difficult moments like grieving a death or caring for someone who is unwell. It shows your commitment to being a compassionate employer.
Below we've included some helpful information and templates to get you started. It's important to involve a qualified HR or legal colleague to ensure your policy is compliant with any relevant employment laws.
Creating a policy for bereavement or caring is crucial to supporting employees dealing with grief or caregiving. It outlines how employees can get help, take time off, and return to work.
Such a policy demonstrates that your organisation cares about its employees' well-being during tough times. Before drafting or revising your policy, consider surveying employees to understand their needs. Below is an example survey you can adapt for your organisation.
What does the law say?
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Currently, the only form of paid bereavement leave that employers must provide is parental bereavement leave. This applies if a child under the age of 18 dies or a stillbirth after 24 weeks of pregnancy. Besides this, employers are not required to provide paid bereavement leave in most cases.
Many employers still do. Research from Marie Curie found that 7 in 10 employers offer paid bereavement leave. Doing so is not only the compassionate thing to do, but often employees who are well supported adjust better to returning to work.
When it comes to carer's the Flexible Working Act and the Carer's Leave Act apply. These became laws on April 6, 2024. The Flexible Working Act means that from their first day on the job, all employees, including carers, can ask for flexible work arrangements. Carers also have the right to take one week off each year without pay. You can learn more below.
Our templates include a recommended checklist, which covers the basic elements of a policy. Keep in mind that every experience of bereavement or caring will be unique, so you should allow for flexibility wherever possible.
Key things to cover include:
How much time off can be taken?
Whether time off is paid or unpaid
Whether there are any restrictions, such as the relationship to the person or when the time off has to be taken,
Support options are available, including flexible working, workplace adjustments, or an EAP.
Best practice examples:
Providing paid leave wherever possible to reduce financial stress during an already tough time
Compassionate employers don't make rules based on who someone is related to. Instead, they let employees decide who matters most to them. They use terms like 'loved one' instead of specific family ties.
Flexibility in leave allows employees to choose when they need time off, even if it's just for a few hours to handle legal matters or funeral arrangements. Employees should also be allowed to take leave for up to a year after a loved one's passing, whether it's for a difficult day, anniversary, or any important reason.
