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Two Together: Save £100!
Save £100 when you purchase two funeral plans together. Call us for more details.
Buy now, pay in January
Buy your funeral plan today and pay in January for peace of mind this Christmas. Click here for full T&Cs.
9 minute read
Coping with the death of a loved one can feel intensely emotional, especially when trying to figure out how to navigate the workplace, and what type of leave to take for the funeral. Attending a loved one’s funeral is an essential part of saying goodbye, and it may even be your responsibility to assist in planning it. This might leave you feeling overwhelmed by the list of things to be juggling at once during an already difficult time.
Knowing what type of leave to request can help employees and employers navigate this delicate situation with clarity and compassion. As a compassionate provider of direct cremations and prepaid funeral plans in the UK, Aura has assisted many families through these challenging situations. We have compiled this guide to explain the options available to you; from bereavement leave to unpaid time off, we hope that this article can provide practical advice for handling funeral leave in the workplace.
Many people wonder what to do when someone dies, especially within the context of work. There are several points to consider when talking to your employer about what you need after you have been bereaved.
Funeral leave, also commonly referred to as ‘bereavement’ or ‘compassionate’ leave, is a type of leave that allows employees time to attend a funeral, grieve, and handle any necessary arrangements. Its primary purpose is to provide people with the space and flexibility needed to begin to process their loss without the added pressures of work obligations.
Unlike annual leave or sick leave, funeral leave is specifically intended to support employees during what is usually an exhausting time, recognising the emotional and practical demands of losing a loved one.
In the UK, whilst many employers offer funeral leave as part of their company policies, it is not mandated by law. However, under the Employment Rights Act 1996, as an employee, you are entitled to take time off for dependants, or those who are legally reliant on you. Dependants can include your spouse, child, or a parent, which we will discuss in more detail below. This statutory provision allows people time to take care of emergencies involving dependants, which includes attending a funeral of a close family member.
It’s important to note that though you have the right to leave when a dependant dies, there is no legal right to be paid for that time. That is unless your employer’s policy states otherwise, or you qualify for Statutory Parental Bereavement Pay. If you’re unsure, it’s best to check your employer’s policy, if one is in place. The policy should state:
For the purpose of taking time off for a funeral, a ‘dependant’ is defined as someone who is legally recognised as reliant on you, the employee. A dependant can include:
The law does not specify the exact amount of time that can be taken off when a dependant who is not a child dies, only that it should be considered ‘reasonable.’ This type of leave is intended to address unforeseen situations and emergencies related to the dependant, including time to arrange or attend their funeral.
If your employer does not have a funeral leave policy, you might discuss with them what type of leave may be available to you, if it would be paid or unpaid, and how much time you’re able to have. The time might be treated as paid annual or sick leave, or unpaid leave.
Compassionate leave, sometimes called bereavement leave, is often provided by employers as a company benefit, though it is not a legal requirement. This type of leave is typically granted to employees dealing with the death of close family members, such as a spouse, parent, or child.
Key features of compassionate leave include:
Under UK law, employees are entitled to take time off for dependants in emergencies involving close family members. This statutory right applies when an immediate family member dies and the employee needs to:
However, it’s worth noting that this leave should be assumed to be unpaid unless the employer’s policy includes payment in their terms. Time off for dependants is generally short-term and may not cover extended absences.
For funerals not covered by bereavement policies, such as those of distant relatives or friends, you can use your annual leave or request unpaid leave. Employers are not obligated to grant annual leave at short notice, but many are understanding in such circumstances.
Employers can also use their discretion to approve additional unpaid leave for employees who need more time to grieve or travel long distances to attend a funeral.
Before requesting leave, it’s a good idea to review the company’s leave policies to understand what you’re entitled to. Many organisations include guidelines regarding leave for a funeral in their employee handbooks or contracts.
Steps to follow include:
Approaching your employer about funeral leave can feel daunting and vulnerable, but open and honest communication is important for making sure there is a mutual understanding. Having a conversation with your employer explaining your relationship to the person who has died can help them to understand your request. By being as specific as possible and outlining how many days you anticipate needing, you are more likely to come to a plan that feels good to both you and your employer. Most employers will feel empathetic and want to do their best to accommodate your needs, as loss is a universal experience.
For funerals of distant relatives or close friends, leave policies may be slightly different. Employees are often required to use their annual or unpaid leave for attending the funeral. In some situations employers may allow compassionate or bereavement leave at their discretion.
Whether or not funeral leave is paid depends on the employer’s policy. While some companies offer paid bereavement leave as a standard benefit, others provide only unpaid leave or require employees to use their annual leave.
Industries such as healthcare, education, or large corporate organisations may be more likely to offer paid leave for a funeral, recognising the universal experience of personal loss.
In the unlikely event that your employer refuses a reasonable request for funeral leave, employees can consider alternative options:
Employees facing challenges with leave can also seek guidance from ACAS (Advisory, Conciliation and Arbitration Service), or Citizen’s Advice, which provide free advice on workplace rights and disputes.
The toll that a death can take on a person is varied, and the pressures of the funeral process can be time-consuming and mentally draining. How a company handles bereavement in the workplace, therefore, should reflect tones of sensitivity and support. Though the time an employee can take off for a funeral eventually ends, the profound effects of grief can last well beyond their return to work.
Many employers understand that you might need to know what bereavement support is available to you, and can provide you with different options and ways to access them. Creating an open atmosphere in which employees can feel comfortable talking about death and dying can be helpful in dealing with feelings such as isolation and sadness within the workplace. Overall, showing support, patience, and kindness to grieving employees leaves a lasting positive impression on them and serves as a valuable benchmark for the future.
Understanding funeral leave can feel like one extra burden at an already difficult time, but any good employer will be there to support you through this difficult time. With regards to funeral arrangements, if you have recently lost a loved one and are looking for a provider to help make the arrangements for you, Aura supports families by providing simple, affordable direct cremations and prepaid funeral plans. We have a dedicated team of Aura Angels who are compassionate listeners during your time of need.
Whether you’re looking to arrange a no-fuss funeral for a loved one, or are interested in purchasing a funeral plan for yourself, we are here to help.
