Because Grief Doesn’t Stop At Work

The Bereavement Leave & Policies Hub

Understanding bereavement leave policies can provide the time and space needed to grieve, heal, and honor loved ones. This hub offers guidance, tools, and resources to help individuals and organizations navigate compassionate leave practices while balancing workplace responsibilities.

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Table of Contents

Key Things To Know

Bereavement leave policies can vary widely, and understanding what’s available—both formally through your employer and informally through workplace culture—can help you navigate time off, logistics, and grief with more confidence.

  • Know your company's official bereavement policy: Check your employee handbook or HR portal to see how much time off is offered, who qualifies as a covered loss, and whether the leave is paid or unpaid.
  • Understand how "immediate family" is defined: Some companies limit leave to spouses, parents, siblings, and children, while others may include grandparents, in-laws, or chosen family.
  • Check for flexibility in unusual circumstances: If you're grieving someone outside the traditional definition of family, talk with HR or your manager about options.
  • Clarify documentation requirements: Some employers may ask for a death certificate, obituary, or funeral program—others rely on the honor system.
  • Learn how to request time off: Understand the formal steps required, including who to notify, how far in advance, and what forms (if any) need to be submitted.
  • Know your rights under state and local law: While most bereavement leave is not federally mandated, some states or cities have their own regulations.
  • Understand your options beyond bereavement leave: If you need more time, ask about using PTO, unpaid leave, sick time, FMLA, or other benefits.
  • Consider the workplace culture: Some environments encourage open conversation and support—others may expect a quick return. Prepare yourself emotionally for both.
  • Make a plan for your return to work: You may want to stagger responsibilities, ask for lighter duties, or request ongoing flexibility as you grieve.
  • Encourage policy updates if needed: If your company doesn’t have a bereavement policy or it feels inadequate, consider starting a respectful conversation with HR.

Templates for Employees & Employers

You shouldn’t have to navigate bereavement on your own. Fortunately, we’ve created resources to help. Our Bereavement Templates for Employees , while our Bereavement Templates for Employers provide . These tools are designed to make a difficult time a little easier for everyone involved.

Bereavement Templates For Employees

Templates that simplify requests for leave and workplace accommodations.

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Frequently Asked Questions About Bereavement Leave

General Questions

Bereavement leave is time off from work provided to employees after the death of a loved one. It allows time for grieving, attending a funeral, and handling related responsibilities.

Eligibility depends on your employer’s policy. Most companies offer bereavement leave to full-time employees, and some extend it to part-time or temporary employees.

This varies by employer, but common qualifying relationships include immediate family members such as parents, spouses, children, siblings, and sometimes extended family like grandparents or in-laws.

In most regions, bereavement leave is not legally required, but some states or countries may have specific provisions. Check your local laws and your employer’s policy for details.

Duration and Compensation

Typical bereavement leave policies offer 3 to 5 days. However, some employers may provide additional time based on circumstances.

Bereavement leave may be paid or unpaid, depending on the company’s policy. Many employers offer paid leave to support employees during this difficult time.

Extensions may be possible using personal leave, vacation time, or unpaid leave. Speak with your HR department or manager to discuss options.

Duration and Compensation

Typical bereavement leave policies offer 3 to 5 days. However, some employers may provide additional time based on circumstances.

Bereavement leave may be paid or unpaid, depending on the company’s policy. Many employers offer paid leave to support employees during this difficult time.

Extensions may be possible using personal leave, vacation time, or unpaid leave. Speak with your HR department or manager to discuss options.

Requesting Bereavement Leave

Typically, you should notify your manager or HR as soon as possible, either verbally or in writing. Some employers may require a formal request or completion of a specific form.

Some employers may ask for documentation, such as an obituary, death certificate, or funeral service program, to verify your need for leave.

Yes, if you’re aware of an imminent loss (e.g., a terminally ill loved one), you can discuss your needs with your employer in advance.

Returning To Work

Employers may offer flexible schedules, reduced workloads, or access to Employee Assistance Programs (EAPs) to ease your transition back to work.

If you’re not ready to return, discuss options like unpaid leave, sick days, or additional personal leave with your employer.

Take small steps, communicate with your manager about your workload, and seek support from colleagues or HR if needed.

Employer-Specific Questions

If there’s no formal policy, request time off through personal or vacation leave. Open communication with your manager is key.

Policies vary. Some employers allow leave for extended family or others close to you. Check with HR for clarification.

This depends on your employer. Some companies provide limited leave for part-time or temporary workers.

Legal and Policy Clarifications

There is no federal requirement for bereavement leave, but some states (e.g., Oregon) have laws mandating leave. Check local regulations for specifics.

Employers have discretion to deny leave if it doesn’t meet policy criteria. If denied, explore alternatives like personal or unpaid leave.

Employers are generally expected to accommodate leave during these times. Communication about handoffs or delegation is crucial.

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Disclaimer: The information provided on this website and by Buried in Work is for general informational purposes only and should not be considered legal advice. Please consult with a qualified attorney or subject matter expert for advice specific to your situation.