What is Bereavement Leave?

Posted On:- 10 June, 2025 By:- Vaibhav Maniyar

A 2023 report by the Society for Human Resource Management (SHRM) found that nearly 88% of organisations offer paid bereavement leave, typically ranging from three to five days for the death of an immediate family member. This growing trend highlights a crucial shift: companies are increasingly recognising that grief, though deeply personal, has very real professional consequences. That said, bereavement policies are far from consistent. Depending on where you work, and where you live, the leave you're offered can vary widely. Some employers offer extended time off, remote work flexibility, or mental health support. Others, especially in countries without statutory protections, provide only unpaid leave or none at all.

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Introduction

Bereavement leave is one of the most sensitive types of employee leave as it is triggered not by convenience or planning, but by loss. For many employees, navigating work during a time of personal grief can be overwhelming. Whether it's the death of a close family member or the emotional impact of losing someone significant, knowing your rights and options can make a world of difference.

In this comprehensive guide, we'll explore bereavement leave meaning, how to write a bereavement leave application, and address pressing questions like whether it is paid, how long you can take, and what to do when policies aren't clearly defined at your workplace.

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Bereavement Leave Meaning

Definition: Bereavement leave, sometimes called compassionate leave or death leave, is a period of authorised absence from work granted to employees following the death of a close family member or dependant. It is designed to give individuals the necessary time to grieve, attend funeral or memorial services, manage family responsibilities, and navigate the emotional and logistical aftermath of a personal loss.

Typically extended in the event of the death of an immediate family member, such as a spouse, parent, child, sibling, grandparent, or in-law, bereavement leave is a recognition that grief is not a disruption to life, but a part of it. It acknowledges that when someone close to you dies, your role as an employee cannot and should not override your role as a grieving human being.

When applying for bereavement leave, clarity, timeliness, and respect are crucial. A well-written bereavement leave application should be formal yet empathetic in tone—clearly stating the nature of the loss, the relation to the deceased, the duration of leave requested, and any contact details or delegation plans during the absence. The goal is not just to inform, but to convey your circumstances with the dignity they deserve.

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Bereavement Leave Application

For companies with HR portals or leave management systems such as MinopCloud, some also allow submission through the internal dashboard.

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Is Bereavement Leave Paid or Unpaid?

This varies by employer and jurisdiction.

In India, there is no statutory requirement for bereavement leave under the Factories Act or Shops and Establishments Act. However, many companies provide 3–5 days of paid bereavement leave as part of their HR policy, especially MNCs and larger corporates.

In general:

Always check your employee handbook, HR policy, or consult directly with HR.

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How Many Days Do You Actually Get?

In India, there is no statutory mandate under central labour law requiring employers to offer bereavement leave, making it a discretionary benefit rather than a legal entitlement. However, many private organisations, MNCs, and progressive employers voluntarily offer 3 to 7 days of bereavement leave, either paid or unpaid, depending on the relationship with the deceased. In some cases, employees may also request time off to care for a dependent, especially in the case of a sudden accident, illness, or death.

Typical duration:

Some progressive companies offer:

It's also common to combine bereavement leave with earned leave or sick leave if additional time is needed.

Related: Why Corporates Should Switch to Cloud Based HR Systems?

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Do You Need to Show Proof?

Yes, in most cases.

Employers may request:

This is typically done to prevent abuse of the policy. However, HR departments are encouraged to handle such requests with empathy and discretion.

That said, not all employers enforce documentation, especially for short leaves or in cases where the employee has a long-standing record of integrity.

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Can You Take Bereavement Leave for a Friend, Not Family?

This depends on company policy.

Most bereavement leave policies cover:

However, some companies include a "significant loss" clause, allowing managers discretion to approve leave for the death of a friend, roommate, or other non-relative.

Tip: If it's not clearly covered, request personal leave or unpaid leave and explain the situation honestly. Grief is not limited to bloodlines.

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What If I Need More Time?

You have options:

Employers are generally receptive to such requests, especially if you communicate openly and provide reasonable notice.

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Is Bereavement Leave Part of Sick Leave?

No, bereavement leave is typically treated separately from sick leave.

However, if your company does not have a formal bereavement leave policy, you may be asked to apply sick leave or personal leave instead. Some employees, especially in startups or small businesses, end up using earned leave or casual leave to cover days of absence.

Important: Taking sick leave dishonestly (claiming illness when grieving) is discouraged. Most employers are willing to accommodate legitimate requests when approached transparently.

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What If My Company Doesn't Offer It?

If your organisation has no bereavement policy:

If the company refuses leave altogether, it may reflect a lack of employee-centred culture. In the long term, this could affect retention and morale.

Advocating for a formal policy is worth considering, especially if you're in a leadership position or part of HR.

Related: The Only Sick Leave Application Guide You'll Ever Need (With AI Prompts)

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What Happens If HR Doesn't Respond in Time?

If HR doesn't respond:

Most employers will prioritise post-approval adjustments rather than penalise grieving employees.

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Can I Work from Home Instead?

Yes, but proceed with caution.

While some employees prefer to keep working to stay distracted, bereavement leave exists to give you time to process and recover.

If you choose to work from home:

Employers may also offer Employee Assistance Programs (EAPs) to support your mental health during this time.

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Final Thoughts

As an employee, you shouldn't have to apologise for needing time to grieve. Loss doesn't follow a schedule, and neither should compassion. Grief makes it hard to function. In those first days, people aren't ready to answer emails or join meetings. There are funerals to arrange, loved ones to support, and quiet moments of shock to endure. For employers, bereavement leave shows whether empathy is a poster on the wall or a lived practice. A good policy tells employees, "We trust you. Take the time you need."

And with the right tools, showing that trust becomes easier. Cloud-based leave and attendance systems let HR and managers process leave requests quickly, reassign shifts in real time, and keep workflows moving without burdening the grieving employee. When time is sensitive and emotions are high, tech should ease the pressure, not add to it. That's why more businesses are replacing manual processes with real-time solutions that support both empathy and efficiency.

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