Bereavement Leave: A Practical Guide for Small Businesses

When an employee loses a loved one, the last thing they need is confusion about time off. As a small business owner, you want to be compassionate — but you also need to understand what the law requires and what good practice looks like. This guide covers bereavement leave (sometimes called compassionate leave) for UK employers with up to 10 employees.

What is bereavement leave?

Bereavement leave is time off work following the death of a family member, dependant, or close friend. There is no single "bereavement leave" law in the UK. Instead, the entitlement comes from a combination of:

• Statutory right to time off for dependants — gives employees a reasonable amount of unpaid time off to deal with an emergency involving a dependant, including arranging a funeral
• Parental bereavement leave — up to 2 weeks of paid leave for parents who lose a child under 18, or a stillbirth after 24 weeks
• Your employment contract or policy — which may offer more generous terms

Is bereavement leave paid?

The statutory right to time off for dependants is unpaid. However, many employers choose to pay for some or all of the time off as a compassionate gesture. Parental bereavement leave is paid at the statutory parental bereavement pay rate (or 90% of average weekly earnings if lower).

For a small business, offering a few paid days of bereavement leave is both humane and practical. It helps the employee through an immediate crisis and builds loyalty that large national providers simply can't match.

How much time off should you give?

There is no fixed statutory amount for general bereavement. The law says a "reasonable" amount of time off for dependants — typically 1–3 days to deal with immediate arrangements. For parental bereavement, the statutory entitlement is up to 2 weeks, which must be taken within 56 weeks of the death.

Good practice for a small business:

• Offer at least 3–5 days for an immediate family member
• Offer 1–2 days for a close friend or extended family
• Allow flexibility — grief doesn't follow a timetable
• Consider extended unpaid leave or flexible working if needed
• Signpost to support services like Cruse Bereavement Support

What should your bereavement policy include?

Even with a handful of employees, a written bereavement policy prevents inconsistency and ensures everyone is treated fairly. Your policy should cover:

• Who qualifies (immediate family, dependants, close friends)
• How much time off is offered and whether it is paid
• How to request time off (informal notification is fine in a small team)
• Whether the time counts towards annual leave or is separate
• Support available after returning to work

Supporting an employee after bereavement

A return-to-work conversation is one of the most valuable things a small employer can do. Keep it informal, check in on their wellbeing, and ask what adjustments would help. This might mean a phased return, flexible hours, or temporarily reduced responsibilities.

As a named HR consultant who knows your business, we can help you handle these sensitive conversations with confidence. Large providers give you a different adviser every time — we give you someone who already knows your team.