Grief is a universal experience, but its impact on employees can vary significantly. For startups with small teams and limited resources, managing bereavement leave can be a complex challenge.
Unlike larger companies, startups must balance empathy with operational continuity, all while navigating the legal obligations set forth by UK employment law.
This blog explores the concept of bereavement leave, its significance, and the steps startups can take to create effective policies. By the end, you’ll have a clear understanding of how to support employees through loss while keeping your business running smoothly.
What is Bereavement Leave?
Bereavement leave is the period of time an employee is granted off work to grieve and manage personal matters after the death of a loved one. It is sometimes referred to as “compassionate leave,” although the two are not always the same.
For startups, bereavement leave is crucial for several reasons:
- Employee Well-Being: Grieving employees may struggle with mental health, concentration, and productivity. Time off allows them to process their loss.
- Legal Compliance: In the UK, statutory bereavement leave is required in certain situations, especially following the loss of a child.
- Employee Loyalty: Companies that provide compassionate bereavement leave foster a supportive work culture, which in turn boosts employee retention.
Understanding the purpose of bereavement leave is the first step to creating a well-structured company policy.
What Are the Legal Obligations for Bereavement Leave in the UK?
The UK government has specific guidelines for bereavement leave, particularly under the Parental Bereavement (Leave and Pay) Act 2018. Startups must comply with these obligations to avoid legal risks.
Key Legal Points
- Parental Bereavement Leave: Parents or primary carers who lose a child under the age of 18 are entitled to 2 weeks of leave.
- Eligibility: Bereavement leave applies to employees who have completed at least 26 weeks of service with the employer.
- Statutory Bereavement Pay: If the employee qualifies for statutory pay, they may receive it at a rate set by the government (currently £172.48 per week or 90% of the employee’s weekly earnings, whichever is lower).
For other bereavements (like the death of a parent or grandparent), there is no statutory requirement, but many companies offer compassionate leave as part of their HR policy.
What Challenges Do Startups Face When Offering Bereavement Leave?
Small businesses and startups face unique challenges when implementing bereavement leave policies. Unlike larger firms, startups often operate with lean teams, which makes the absence of a single employee more impactful.
Common Challenges
- Limited Workforce: In startups, every team member plays a vital role. Losing an employee, even temporarily, can disrupt daily operations.
- Financial Constraints: Offering paid bereavement leave can put pressure on cash flow, especially in early-stage startups.
- Emotional Pressure: Founders and managers may find it difficult to balance compassion with operational needs, especially if the employee plays a key role.
Creating a clear, fair, and legally compliant bereavement policy helps mitigate these challenges.
How Can Startups Create an Effective Bereavement Leave Policy?
Creating a bereavement leave policy is crucial for startups, as it ensures consistency, transparency, and empathy in handling employee absences due to the death of a loved one.
A clear policy also helps protect the business from potential legal risks while supporting employees through their most challenging moments.
For startups with small teams, this policy must strike a balance between compassion and operational continuity. Below is a step-by-step guide to help startups create an effective bereavement leave policy.
Step 1: Define Eligibility for Bereavement Leave
The first step in creating an effective bereavement leave policy is defining who is eligible for leave and under what circumstances.
Key Considerations
Who Qualifies for Bereavement Leave?
- Will bereavement leave be available for full-time, part-time, and contract employees?
- Should the employee have a minimum tenure (e.g., 26 weeks of service) to be eligible for leave?
Which Family Members Are Covered?
- Most companies cover the loss of immediate family members, but it’s important to define “immediate family.”
- Include definitions such as:
- Parent (biological, step, adoptive)
- Child (including stillbirths and miscarriages)
- Spouse or civil partner
- Grandparent or grandchild
- Siblings
- Some startups also offer leave for the death of close friends, pets, or extended family, but this is less common.
Does It Apply to All Employees Equally?
- Decide if part-time and temporary employees will receive the same leave entitlements as full-time employees.
- Clarify if leave is prorated for part-time employees.
Step 2: Determine Leave Duration
How long employees can take off after a bereavement varies from company to company. UK employment law requires two weeks of Parental Bereavement Leave for parents who lose a child under the age of 18. For other family members, the decision on leave duration is left to the employer.
Key Considerations
How Many Days of Leave Will You Offer?
- Parental Bereavement Leave: 2 weeks (as required by UK law).
- Immediate Family Loss (Parent, Sibling, Grandparent, Spouse, Child): Commonly 3-5 working days.
- Extended Family Members (Aunts, Uncles, Cousins, etc.): Optional, typically 1-2 days.
- Friends, Pets, or Other Losses: Rarely included, but some progressive startups offer 1 day of leave.
Can the Leave Be Extended?
- Decide if employees can request additional time off beyond the standard leave (paid or unpaid).
- For example, an employee may request extended leave if they need to travel for a funeral abroad.
Can the Leave Be Taken Non-consecutively?: Allowing employees to take their leave in smaller chunks (e.g., spread over multiple weeks) rather than consecutive days may offer greater flexibility for employees.
Step 3: Decide on Paid vs. Unpaid Leave
Another essential part of a bereavement leave policy is whether employees will be paid for the time they are away. UK employment law requires Statutory Parental Bereavement Pay for qualifying employees, but for other types of bereavement, payment is discretionary.
Key Considerations
Will the Leave Be Paid, Unpaid, or a Mix of Both?
- For loss of a child, employees are entitled to 2 weeks of statutory bereavement pay if they meet the criteria (worked for 26 weeks and earn over a certain threshold).
- For loss of parents, siblings, spouses, or grandparents, startups typically have more discretion. You can offer paid leave (full or partial) or unpaid leave.
What Percentage of Pay Will You Offer?
- Will it be full pay, half pay, or a statutory rate (e.g., similar to sick leave or maternity leave rates)?
- If full pay is too costly, consider paying employees for the first 2-3 days and offering the remaining days as unpaid leave.
What Happens if the Employee Needs Additional Time Off?
- Specify if employees can take unpaid leave or use their holiday leave if they need more time.
- Consider offering flexibility in how employees can “make up” the time (working overtime later, for example).
Step 4: Outline the Request Process for Bereavement Leave
Employees must understand how to request bereavement leave and the process involved. A simple, well-communicated process reduces stress for both employees and managers.
Key Considerations
How Should Employees Notify Their Employer?
- Allow employees to request leave via phone, email, or HR software.
- Ensure they know who to contact (direct manager, HR representative, etc.).
What Documentation is Required?
- Will employees need to provide proof of the bereavement (e.g., a death certificate or funeral notice)?
- While some startups may require documentation, others may avoid it to reduce stress on grieving employees.
What is the Deadline for Notifying the Company?
- Specify if employees must notify you “as soon as possible” or “within 48 hours” of taking leave.
- Consider flexibility for sudden losses.
Can Leave Be Taken Without Notice? : In cases of sudden death, it may not be practical for employees to provide advance notice. Allow some flexibility in this aspect.
Step 5: Communicate the Bereavement Leave Policy to Employees
No policy is effective if employees don’t know it exists. Communicating the bereavement leave policy ensures employees know their rights and reduces confusion when a request is made.
Key Considerations
Where Will the Policy Be Documented?
- Include the policy in the employee handbook and employment contracts.
- Publish it on internal HR portals or company intranets, if available.
How Will Managers Be Trained?
- Train managers on how to handle bereavement leave requests with empathy and discretion.
- Ensure managers understand the policy’s key aspects, like eligibility, paid vs. unpaid leave, and how to support employees.
How Will Employees Be Informed?: Communicate the policy during employee onboarding and in periodic HR updates.
Example Bereavement Leave Policy for Startups: Here’s a simple template that startups can use as a starting point for their policy.
UK Startup Blog Bereavement Leave Policy:
Purpose: To provide time off for employees who experience the loss of a loved one.
Eligibility: Full-time, part-time, and temporary employees who have been with the company for at least 26 weeks are eligible for bereavement leave.
Duration:
- Parental Bereavement Leave: 2 weeks (for loss of a child under 18, as required by UK law).
- Immediate Family (parent, spouse, sibling, grandparent): Up to 5 working days.
- Extended Family (aunts, uncles, cousins, etc.): 1-2 days, subject to approval.
Compensation:
- Parental bereavement leave is paid according to statutory bereavement pay guidelines.
- For other family members, the company offers 1 days of fully paid leave and 3 days of unpaid leave.
Request Process:
- Notify your manager as soon as possible (preferably within 48 hours).
- Requests can be made via email, phone, or the HR portal.
- No proof of bereavement is required for immediate family. For other requests, a funeral notice or obituary may be required.
Additional Support: Mental health support and access to the Employee Assistance Programme (EAP) are available to grieving employees.
What Are the Best Practices for Supporting Employees During Bereavement?
Supporting employees through bereavement requires more than offering leave. It’s about showing empathy and compassion. Here are some key practices:
- Practice Empathy and Active Listening: Listen to the employee’s needs without judgment. Grief affects everyone differently, so be patient and compassionate.
- Offer Privacy and Confidentiality: Some employees may not want to discuss their loss in detail. Managers should respect this and ensure confidentiality.
- Provide Mental Health Resources: Offer mental health resources, such as access to counselling or Employee Assistance Programmes (EAPs).
- Be Flexible with Return-to-Work Arrangements: If an employee needs a phased return to work, offer flexibility. For example, they could work reduced hours or work remotely.
- Encourage an Open Line of Communication: Check in with the employee regularly, even after they’ve returned to work. Let them know they have support.
How Can Startups Balance Compassion and Operational Needs During Bereavement Leave?
Maintaining operational stability while supporting grieving employees can be tricky for startups. Here’s how to strike a balance:
- Use Cross-Training: Cross-train team members to perform critical roles so that work doesn’t come to a halt if an employee is on leave.
- Leverage Temporary Staff or Freelancers: If the employee will be away for an extended period, consider hiring a contractor to cover their role.
- Prioritise Critical Tasks: Focus on critical tasks and delay non-urgent projects. This ensures business continuity even with fewer team members.
- Create a Back-Up Plan: Have contingency plans for every role. Identify who can step in if a key player takes bereavement leave.
How Does Bereavement Leave Differ From Compassionate Leave?
While bereavement leave and compassionate leave are often used interchangeably, they have distinct differences.
Bereavement Leave
- Specific to the death of a loved one.
- Often has a defined duration (2 days to 2 weeks).
- Governed by UK laws, especially for parental bereavement.
Compassionate Leave
- Covers a wider range of personal crises, like family illness or emergencies.
- Not as clearly defined under UK law.
- May be offered at the employer’s discretion.
How Can Startups Create a Culture of Empathy and Support for Grieving Employees?
Creating a supportive work culture goes beyond leave policies. Here’s how startups can foster empathy:
- Encourage Open Dialogue: Create a safe space where employees feel comfortable sharing personal challenges.
- Provide Training for Managers: Train managers to recognise signs of grief and offer appropriate support.
- Promote Mental Health Awareness: Raise awareness of mental health issues, including grief, and offer support services.
- Offer Employee Assistance Programmes (EAPs): Provide employees with access to free and confidential counselling services.
- Lead by Example: If senior leaders show empathy, it sets the tone for the rest of the organisation.
What Should a Bereavement Leave Policy for Startups Look Like?
Here’s an example of a startup-friendly bereavement leave policy:
Bereavement Leave Policy
- Purpose: This policy aims to support employees dealing with the death of a loved one.
- Eligibility: All employees who have been with the company for at least 26 weeks are eligible for bereavement leave.
Duration
- Child (under 18): 2 weeks.
- Parent, spouse, or sibling: 3 to 5 days.
- Grandparent, extended family, or close friend: 1 to 3 days (discretionary).
Pay: Bereavement leave for a child is paid according to statutory UK laws. For other family members, leave may be paid or unpaid depending on company discretion.
- Process: Employees must notify their manager or HR as soon as possible. Proof of death may be required for statutory bereavement leave.
- Support: The company provides access to Employee Assistance Programmes (EAPs) and mental health resources.
Conclusion
A thoughtful bereavement leave policy can build trust and loyalty within a startup. It demonstrates compassion and empathy while ensuring operational stability. By following the UK’s legal requirements and developing a clear policy, startups can support employees during life’s most challenging moments.
Frequently Asked Questions (FAQs)
How long is bereavement leave in the UK?
It is 2 weeks for the loss of a child under 18. For other family members, it depends on company policy.
Is bereavement leave paid in the UK?
Only parental bereavement leave qualifies for statutory pay if the employee meets the eligibility requirements.
How do I request bereavement leave from my employer?
Inform your employer as soon as possible, ideally in writing or via email.
How long is bereavement leave for a parent?
The standard leave for the death of a parent is usually 2-5 days, depending on company policy.
Can startups refuse bereavement leave?
Startups must comply with statutory parental bereavement leave but have discretion for other cases.
Do you get paid for bereavement leave?
If it’s statutory leave for a child, yes, provided you meet eligibility criteria. Other leave depends on company policy.
