What is a family bereavement?

Family bereavement refers to the grief experienced after the death of a close family member or loved one.

How do I inform HR about the death of an employee?

To inform HR, promptly gather the necessary details about the employee’s death and communicate them respectfully through the proper channel—email, phone, or internal systems. Include key facts and, if available, contact details for next of kin. Maintain confidentiality and follow HR's guidance for next steps.

Is it compulsory to provide paid time-off for bereavement?

There is no legal mandate to provide paid bereavement leave in India, but many employers offer it as a benefit. Employees may also use other leave types if additional time is needed.

What is bereavement leave?

Q: How many days is bereavement leave in India?

The duration of bereavement leave in India is not standardized by law. However, most organizations offer between 3 to 7 days, depending on their internal HR policies.

Q: Is bereavement leave paid or unpaid?

Bereavement leave may be paid or unpaid depending on company policies and local labor laws. Many employers offer paid leave as part of their benefits package.

Bereavement leave, often referred to as compassionate leave, is a workplace policy designed to provide employees with a period of time off following the loss of a close family member or loved one. This type of leave recognizes the emotional impact of bereavement and allows employees to take the necessary time to grieve, attend to practical matters, and seek support from their family and community. It serves as an essential component of employee well-being and helps individuals navigate the challenging period of mourning while maintaining job security and support from their employer.

Importance of bereavement leave

The significance of bereavement leave cannot be overstated. It serves as a means for employees to offer support and companionship to grieving family and friends, while also allowing them to handle necessary arrangements related to the deceased and participate in memorial services. The necessity of bereavement leave arises from these essential reasons:

Emotional well-being

Grieving is a deeply personal and often prolonged process. Bereavement leave offers employees the necessary space and time to navigate their emotions during this challenging period. Without it, employees may be forced to suppress their grief, potentially leading to long-term emotional and psychological distress.

Family support

Bereavement leave allows employees to be there for their family members who are also grieving. Whether it's organizing funeral arrangements, providing emotional support to children or other family members, or managing the deceased person's affairs, this time off ensures that employees can actively participate in the grieving process and help their loved ones cope.

Mental health

Grief can have a significant impact on mental health. Without adequate time to grieve and heal, employees may be at risk of developing mental health conditions. Bereavement leave acknowledges the importance of mental well-being and provides individuals with the opportunity to seek counseling or therapy if needed.

Workplace productivity

Grief can impair an individual's ability to focus, make decisions, and perform effectively at work. Allowing employees to take bereavement leave when they need it ensures that they return to work when they are emotionally ready and more capable of being productive. This, in turn, benefits the employer by maintaining overall workplace productivity.

Employee retention

Compassionate policies like bereavement leave contribute to employee satisfaction and retention. When employees feel supported by their employer during challenging life events, they are more likely to stay with the company long-term. This reduces turnover, which can be costly for employers in terms of recruitment and training.

Legal compliance

In some jurisdictions, offering bereavement leave is legally mandated. Complying with these regulations not only ensures that the organization avoids legal issues and penalties but also demonstrates ethical and responsible business practices.

Company culture

Bereavement leave reflects the company's values and culture. It sends a message to employees that their well-being matters and that the organization values compassion, empathy, and work-life balance. This can foster a more positive and supportive work environment, enhancing employee morale and loyalty.

‍

How to apply for bereavement leave?

Each company may have its own specific procedures for requesting bereavement leave, so it's essential to consult your organization's policies and guidelines for the most accurate and relevant information. To apply for bereavement leave:

1. Notify your supervisor:

As soon as you learn about the need for bereavement leave, inform your immediate supervisor or manager. Communication is crucial.

2. Check company policy:

Review your company's bereavement leave policy, which can typically be found in the employee handbook or HR resources. This will help you understand the eligibility criteria, duration, and any documentation requirements.

3. Provide documentation:

If your company requires it, gather any necessary documentation, such as a death certificate or obituary, to support your leave request.

4. Fill out leave request form:

Many companies have a specific form for requesting leave. Complete this form with details such as the dates you need off and the reason for your absence.

5. Submit your request:

Send your leave request form and any supporting documents to your HR department or follow the designated process within your organization. Ensure it's submitted well in advance, if possible.

6. Follow up:

If you don't receive a response within a reasonable time, follow up with HR or your supervisor to confirm the status of your request.

7. Plan your absence:

Once your leave is approved, plan your absence from work accordingly. Make arrangements for your workload, responsibilities, or any projects you're involved in.

8. Stay in touch:

While on bereavement leave, keep your supervisor or HR updated if your circumstances change or if you need to extend your leave.

9. Return to work:

When your bereavement leave period ends, return to work as agreed upon with your employer. Be prepared to provide any requested documentation or information related to your absence.

‍

Common Bereavement Leave Policy Guidelines

While bereavement policies vary by country and organization, here are some standard elements companies typically include:

1. Duration of Leave

3 to 7 days is standard for immediate family members (e.g., spouse, parent, child).
1 to 3 days may be given for extended family (e.g., uncles, cousins, in-laws).

2. Who Qualifies as Immediate Family?

This usually includes:

Spouse or partner
Parents and children
Siblings
Grandparents or grandchildren

However, modern policies are becoming more inclusive—some extend to close friends, domestic partners, or even beloved pets.

3. Paid vs Unpaid Bereavement Leave

Many companies offer paid bereavement leave for immediate family losses.
Additional days or non-immediate relatives may require unpaid leave or use of personal/vacation days.

4. Proof of Bereavement

Some HR policies request documentation (like a death certificate or funeral notice), though this should be handled delicately to avoid adding further stress to the employee.

‍

Global Snapshot: Bereavement Leave Around the World

Country	Leave Duration	Paid or Unpaid
United States	No federal mandate; varies by employer	Usually unpaid unless employer policy says otherwise
United Kingdom	2 weeks for child bereavement; others vary	Paid for child bereavement; others discretionary
India	Not mandated by law	Company discretion
Canada	3 to 10 days depending on province	Often partially paid
Philippines	Not statutory; company discretion	Typically unpaid unless offered by employer

‍

Supporting a Grieving Colleague: Best Practices

Even if you’re not in HR, you can make a difference by:

Sending a thoughtful message or card
Respecting their privacy and boundaries
Avoiding gossip or speculation
Taking on some of their tasks, if possible

‍

peopleHum's Take: Building Empathy Into HR Policies

At peopleHum, we believe that HR isn’t just about policy—it’s about people. Our platform allows you to create customizable bereavement leave policies, automate requests, and support your team with empathy-driven workflows.

💡 Ready to make HR more human?

Book a free demo and see how peopleHum can help you build a compassionate, culture-first organization.

See our award-winning HR Software in action

Schedule a demo

FAQs

1. How many days is bereavement leave in India?
There is no legal standard in India. Most companies offer 3–7 days for immediate family, but this varies based on company policy.

2. Is bereavement leave paid or unpaid?
It depends on your company’s policy. Some organizations offer paid leave, especially for close family, while others may provide unpaid time off.

3. Who qualifies as immediate family for bereavement leave?
Generally, this includes a spouse, children, parents, and siblings. Some companies also include grandparents, in-laws, and domestic partners.

4. Can I take bereavement leave for a friend or pet?
Some modern organizations are expanding definitions to include close friends or even pets, but this depends entirely on internal policies.

5. Do I need to provide proof to get bereavement leave?
Some companies may ask for documentation like a funeral notice. However, empathetic handling is key—HR should avoid making it a burden.

6. What happens if I need more time than the policy allows?
You may be able to use additional personal days, vacation leave, or unpaid leave, depending on your company’s flexibility.

7. Is there a difference between bereavement and compassionate leave?
They are often used interchangeably, but in some countries, compassionate leave may cover other serious family emergencies beyond death.

‍

Bereavement leave