Bereavement Leave: What Employees Need to Know

Oct 15, 2022

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Bereavement Leave: What Employees Need to Know (updated 7/1/25)

Losing a loved one is one of the most difficult experiences anyone can face. During this time, taking a break from work to grieve, attend services, and be with family is important. Employers often address this need by offering bereavement leave, a specific type of time off designed to support grieving workers.

If you’re unfamiliar with how bereavement leave works, how much time you’re entitled to, or whether your employer must provide it, this article will walk you through what you need to know.

What Is Bereavement Leave?

Bereavement leave is time off granted to employees after the death of a close family member or loved one. The purpose of this leave is to give you time to grieve, make funeral arrangements, attend memorial services, and handle any other responsibilities related to the loss. This leave is also sometimes called “funeral leave.”

Unlike vacation or sick time, time off for bereavement is specifically designated for coping with loss. Whether it’s paid or unpaid depends on several factors, including your company policy, your location, and in some cases, federal or state laws.

Is Bereavement Leave Required by Law?

In most of the states, employers are not legally required to offer time off for bereavement. The federal government does not mandate it, which means it’s generally up to the employer to decide whether or not to provide it.

However, there are exceptions:

Oregon: Oregon is currently the only state that requires certain private employers to provide up to two weeks of bereavement per death under its Oregon Family Leave Act (OFLA). The leave is unpaid but job-protected.
Illinois: Under the Illinois Family Bereavement Leave Act, covered employees may take up to 10 workdays of unpaid leave following the death of a family member.
Federal Employees: Federal government workers are typically allowed a certain number of paid days off as bereavement, though the exact amount may vary.

Because there’s no universal law requiring bereavement leave, it’s critical to check your employee handbook or speak with your HR department to find out what your company offers.

How Much Bereavement Leave Do You Get?

The amount of bereavement leave employees receive varies widely. Here are some common practices:

Typical Amount: Most employers provide between three to five days of leave for the death of an immediate family member.
Extended Family or Friends: For the death of extended family members, such as aunts, uncles, or cousins, or non-relatives like close friends, leave may be shorter (e.g., one day) or not offered at all.
Special Cases: Some companies allow additional time off if travel is required or if the employee was responsible for making funeral arrangements.

Keep in mind that bereavement leave policies differ by company. Some may offer generous paid time off, while others may only allow unpaid leave or require you to use personal or vacation time instead.

Who Counts as Immediate Family?

Most bereavement policies define “immediate family” to include:

Spouse or domestic partner
Children (biological, adopted, or stepchildren)
Parents (including stepparents)
Siblings
Grandparents and grandchildren
Parents-in-law

Some companies extend bereavement leave to close friends, extended family, or even pets, but this is less common and usually at the employer’s discretion.

Is Bereavement Leave Paid?

Whether this leave is paid depends entirely on the employer. According to the U.S. Bureau of Labor Statistics, only about 60% of private-sector workers have access to paid bereavement leave.

Here’s how it typically works:

Paid Leave: Some employers offer fully paid bereavement leave, especially for full-time or long-term employees.
Unpaid Leave: Many companies allow time off but do not offer pay. You may be able to use sick leave, vacation time, or PTO to receive compensation.
Optional Policies: Some businesses allow managers to approve additional leave or flexibility based on individual circumstances.

To know whether your bereavement leave is paid, refer to your employee manual or speak with HR.

How to Request Bereavement Leave

If you’ve experienced a loss and need time off, follow these steps to request bereavement leave:

Notify Your Supervisor or HR Promptly
Let your employer know as soon as possible. This helps with scheduling and coverage.
Provide Necessary Details
Share basic information, such as who passed away, your relationship to the person, and how much time you expect to need.
Submit Documentation if Required
Some employers may ask for proof, such as a death certificate or obituary, especially for longer periods of leave.
Coordinate Your Return
Be clear about when you’ll return to work and whether you’ll be available for remote check-ins if needed.

Maintaining clear communication with your employer can make the process smoother during a stressful time.

Bereavement Leave and Mental Health

Grief affects everyone differently. For some, a few days is enough to manage funeral arrangements and return to work. For others, the emotional toll may last much longer. If you find yourself struggling after the leave ends, you may consider the following options:

Short-Term Disability Leave: In some cases, if grief leads to serious mental health challenges such as depression or anxiety, short-term disability leave may be available.
Employee Assistance Programs (EAPs): Many employers offer EAPs that include grief counseling, support groups, or mental health referrals.
FMLA Leave: While the federal Family and Medical Leave Act (FMLA) does not directly cover bereavement leave, it may apply if you’re suffering from a serious health condition related to grief.

You should never feel ashamed for needing more time or support. Speak with your HR representative about additional resources if you’re not emotionally ready to return.

Bereavement Leave in Unionized Workplaces

If you’re part of a labor union, your leave may be governed by your union’s collective bargaining agreement (CBA). CBAs often include specific provisions about:

Length of leave
Who qualifies as a family member
Whether leave is paid or unpaid

Unionized employees typically have stronger protections and more generous bereavement leave benefits than non-union employees.

Final Thoughts

Bereavement leave is a small but important form of support that allows employees to step away from work and tend to one of life’s most difficult moments. Whether you’re granted three days or ten, paid or unpaid, knowing your rights and your company’s policies can help ease the burden during a painful time.

If your employer doesn’t offer formal bereavement time, don’t hesitate to ask about alternatives. Employers who value their employees understand that time to grieve is necessary.

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Disclaimer: This article is intended for informational purposes only. It provides general information and is not intended and should not be construed as professional advice. The author is not your attorney, accountant, financial planner or any other professional and no professional-client relationship is created. We do not represent that the information provided is accurate or up-to-date as laws and regulations are always changing. If you have an issue that requires professional help, you should contact the appropriate professional to help you on your on your specific set of facts. Please read the Terms and Conditions for additional information.

Human resources professionals – check out our HR compliance site New England Human Capital.