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Written by Emily Cross.
15 minute read
When someone close to you dies, having to think about work and what type of leave you can take may feel like an added pressure at an already difficult time. You may need time to attend the funeral, help with arrangements or simply be with the people closest to you.
Key takeaways:
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 is a general term for time away from work following someone’s death. Employers may call it bereavement leave, compassionate leave or special leave, and it can give you time to attend a funeral, make arrangements or deal with the immediate impact of a loss.
There is no single form of statutory “funeral leave” covering every bereavement in the UK. What you can take will depend on who has died, your circumstances and your employer’s contract or bereavement policy.
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 or bereavement leave policy, this does not remove any statutory rights you have. Your employer must still follow the law on matters such as time off for dependants and Parental Bereavement Leave where you are eligible.
For other circumstances, speak to your manager or HR team about what can be agreed. Your employer may offer compassionate leave even without a formal policy, or you could discuss annual leave, unpaid leave or sick leave where appropriate.
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.
Losing a child is an exceptionally difficult bereavement, and eligible parents have specific statutory rights designed to give them some time away from work.
Parental Bereavement Leave, sometimes known as Jack’s Law, provides up to two weeks of leave if your child dies before turning 18 or you experience a stillbirth after 24 weeks of pregnancy. It is a day-one employment right for eligible employees, meaning you do not need to have worked for your employer for a minimum length of time before taking the leave.
You can take the two weeks together, as two separate weeks, or take only one week. The leave must generally be taken within 56 weeks of the death or stillbirth. You may also qualify for Statutory Parental Bereavement Pay, but the eligibility requirements for pay are separate from the right to leave.
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.
Sick leave is intended for periods when you are not well enough to work, rather than simply to attend a funeral. If you only need time away to attend the service, compassionate leave, time off for dependants, annual leave or unpaid leave will usually be more appropriate.
Grief can, however, affect your physical or mental health. If bereavement means you are genuinely not well enough to work, sick leave may be appropriate.
The Employment Rights Act 2025 introduces a broader statutory right to bereavement leave, but this new entitlement is not yet in force. ACAS confirms that many of the Act’s changes have not yet taken effect.
Once implemented, the legislation will provide a day-one right to unpaid bereavement leave for a wider group of employees following the death of a loved one. For bereavements other than the death of a child, the Act requires regulations to provide at least one week of leave.
The new entitlement will also extend bereavement leave to certain forms of pregnancy loss before 24 weeks, addressing a situation that is not covered by the existing Parental Bereavement Leave entitlement.
Some important details, including precisely which relationships and pregnancy-loss circumstances qualify and how the leave can be taken, are being set through regulations. The changes are expected to take effect in 2027, but the implementation timetable may change.
Last checked: 19 August 2026. Employment law is changing, so check the latest GOV.UK guidance or ACAS guidance before relying on these forthcoming rules.
Having to discuss work soon after someone has died can be difficult. You do not need to have every detail worked out immediately, but checking what leave is available and letting your employer know as soon as you can will help you agree the time away you need.
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.
If the funeral is abroad, tell your employer as early as you can and explain how much time you expect to need for both the funeral and travel.
Your employer’s compassionate leave allowance may not cover the entire trip, so you might need to combine it with annual leave or agreed unpaid leave. Agreeing the dates with your employer early can make the practical arrangements clearer.
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.
You can request bereavement leave (also called compassionate or funeral leave), unpaid leave, or use your annual leave. If the person who died was a legal dependant, you may also be entitled to time off under UK employment law.
There is no legal requirement for funeral leave in the UK unless the person who died was a dependant. In that case, you have the right to a “reasonable” amount of unpaid time off under the Employment Rights Act 1996 to deal with emergencies, including attending the funeral.
A dependant may include your spouse or partner, a child, a parent, someone living in your household (excluding tenants or lodgers), or someone who relies on you for care, such as an elderly neighbour.
No, statutory time off for dependants does not have to be paid. Your employer may choose to pay you if this is provided for in your contract or workplace policy. Check your organisation’s bereavement or compassionate-leave arrangements to find out whether you will receive your normal pay.
No, employers are not legally required to pay for funeral leave. However, some companies choose to offer paid bereavement leave as part of their internal policy. Always check your employment contract or handbook to confirm your company’s approach.
You may still be able to take unpaid leave or use your annual leave. If needed, discuss flexible arrangements with your employer, such as adjusting your work hours temporarily or working remotely.
Notify your manager or HR as soon as possible. Be clear about your relationship to the deceased, how much time you need, and whether travel is involved. Some employers may ask for documentation like a funeral notice.
It depends on your employer. In most cases, attending the funeral of someone who is not a dependant or immediate family member may require taking annual or unpaid leave. Some employers may still grant compassionate leave at their discretion.
Sick leave is primarily for when you are not well enough to work, rather than simply to attend a funeral. However, grief can affect your physical or mental health.
Yes. The Employment Rights Act 2025 introduces a broader statutory Bereavement Leave entitlement, including provision for pregnancy loss before 24 weeks, but the new general entitlement is not yet in force. Regulations will determine important details, so employees should check current GOV.UK or ACAS guidance before relying on it