Bereavement leave allows employees to take time off work after the death of a close family member. Most companies offer 3 to 5 days of paid leave, but policies vary by employer and location. Additional unpaid leave or extensions may be granted depending on circumstances and company policy.
What is Bereavement Leave?
Bereavement leave is a specific type of time off granted to employees following the death of a family member or immediate relative. Most companies offer up to five days of paid or unpaid time off to attend funeral services, make funeral arrangements, and manage emotional recovery. The leave type is also known as funeral leave or compassionate leave, depending on the region or employer.
Companies provide bereavement leave to support employees through the grieving process and help them manage their personal life during a family member’s death. Although there is no federal law in the U.S. requiring employers to offer it, many do through internal bereavement leave policy guidelines in the employee handbook.
Who is Eligible for Bereavement Leave?
Eligibility for bereavement leave depends on the employee’s relationship to the deceased and the employer’s written policy. Most policies cover immediate family members including spouses, children, parents, and siblings. Some companies also include domestic partners, step-relatives, foster children, in-laws, and grandparents.
To qualify, eligible employees may need to provide proof of the relationship, such as a death certificate, obituary, or confirmation from a funeral home or religious institution. In unionized workplaces, collective bargaining agreements may define who qualifies as a covered family member.
How Long is Bereavement Leave?
Most companies offer between 3 and 5 days of bereavement leave per loss, with some allowing up to two weeks in exceptional cases. Employers usually differentiate based on the employee’s relationship to the deceased:
- 3 days for immediate relatives
- 1 day for extended or non-immediate family
- Up to 2 weeks for the death of a child (e.g., USDA parental bereavement)
The leave is typically taken consecutively, though some policies allow flexibility if memorial services or funeral arrangements are delayed. California law, for example, allows non-consecutive leave within three months of the death.
Is Bereavement Leave Paid?
Whether bereavement leave is paid or unpaid depends on company policy and state law. Many companies offer paid bereavement leave for up to five days. However, there is no federal requirement to provide paid leave for bereavement purposes.
Some employers classify this as part of personal leave, sick leave, or paid time off (PTO). Others may require employees to use unpaid time or tap into accrued leave balances.
Employers in California and other jurisdictions with specific bereavement leave laws may offer paid or unpaid leave based on the employee’s length of service and documentation provided. Bereavement pay practices vary widely across industries and regions.
Legal Framework and State Policies
There is no federal law requiring bereavement leave in the U.S., but some states like California mandate up to 5 days per loss for employers with five or more employees. The Healthy Families, Healthy Workplaces Act supports protection against retaliation for taking legally protected bereavement leave.
Other states and cities may have different requirements, especially where employee leave acts or workplaces acts apply. Some public-sector employers, such as school districts or government agencies, may offer bereavement leave under specific local rules.
Bereavement Leave: Overview and Policy Comparison
| Aspect | Federal Law (US) | California Law | Typical Company Policy | Example: Atlanta Public Schools | Parental Bereavement (USDA) |
|---|---|---|---|---|---|
| Required by Law? | No | Yes (5+ employees) | Varies | No (local policy) | Yes (for child’s death) |
| Duration | N/A | Up to 5 days per loss | Usually 3 days (immediate) | 3 days (immediate family) | 2 weeks (for child) |
| Paid or Unpaid | N/A | Not required to be paid | Varies (often paid) | Paid | Paid |
| Eligible Relationships | N/A | Spouse, child, parent, sibling, grandparent, grandchild, domestic partner, parent-in-law | Immediate family, sometimes extended | Immediate family, some extended | Child (under 18 or disabled) |
| Proof Required | N/A | Employer may require | Sometimes (death certificate, obituary) | Yes (documentation needed) | N/A |
| Must Leave Be Consecutive? | N/A | No, but within 3 months | Usually consecutive | Within 2 weeks (exceptions possible) | Within 12 months |
| Retaliation Protection | N/A | Yes | Varies | Not specified | Yes |
Company Bereavement Leave Policies
Company policies vary, but many offer 3 to 5 days of paid leave for the death of an immediate family member. Some go further:
- Google offers up to 10 days of paid bereavement leave.
- Facebook provides 20 days for the death of an immediate family member.
- Amazon gives 3 days, with extensions in certain cases.
- Small businesses often rely on unpaid bereavement leave, sick leave, or personal time policies.
These policies are usually detailed in the employee handbook or through internal human resources platforms. Some progressive companies extend leave to include chosen family or close friends, especially when backed by reasonable documentation.
How to Request Bereavement Leave
Employees should notify their manager or HR department as soon as possible, ideally in writing, and provide documentation such as an obituary or death certificate. A typical request includes:
- Relationship to the deceased
- Date of death
- Days requested off
- Whether paid or unpaid leave is being used
Some employers require employees to complete a bereavement leave request form or submit documentation via an HR portal. Others allow informal requests followed by verification.
Example Email Template:
Subject: Request for Bereavement Leave
Dear [Manager Name],
I am writing to formally request bereavement leave due to the passing of my [relationship], who passed away on [date]. I plan to take leave from [start date] to [end date] and will provide documentation if required.
Thank you for your understanding,
[Employee Name]
Unique Bereavement Leave FAQs and Answers
Below are common FAQs on this topic.
Can bereavement leave be used for non-traditional family relationships or chosen family?
Yes, but only if the employer permits it. Most bereavement leave policies apply only to immediate relatives, but some companies may allow time off for close friends or chosen family if the relationship is significant and proof is provided.
If multiple family members pass away in a short period, does bereavement leave reset for each loss?
Yes, in states like California, eligible employees are entitled to bereavement leave for each covered family member’s death. There is no annual limit when multiple family members pass away separately.
Are remote or international employees eligible for bereavement leave under US law or company policies?
Eligibility depends on the employment contract’s jurisdiction. US laws do not apply to international contracts, but multinational companies may offer consistent bereavement leave paid options across locations.
Can bereavement leave be split into non-consecutive days to accommodate delayed memorial services or estate matters?
Yes, if permitted by company policy or state law. In California, employees may use leave over multiple days within three months of the family member’s death.
Does taking bereavement leave affect eligibility for other types of leave, such as FMLA or sick leave?
No, bereavement leave is separate from FMLA or sick leave. However, employees without formal bereavement leave may use accrued personal leave or sick leave if allowed.
Final Notes
Bereavement leave gives employees space to grieve, manage funeral arrangements, and handle family matters after losing a loved one. While not federally mandated, many employers provide this benefit either through internal policies or in compliance with state laws.
For the most accurate and current information, employees should consult their HR department, check the employee handbook, and understand what paid or unpaid time options are available for their specific situation.
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