Compassionate Leave: A UK Employer's Guide

Compassionate leave covers time off work for personal emergencies and difficult life events — not just bereavement, but also serious illness of a family member, a dependant's accident, or a domestic crisis. For a small business, handling these situations well is both a legal duty and a chance to show your team you genuinely care.

Compassionate leave vs bereavement leave

The two terms are often used interchangeably, but there is a distinction. Bereavement leave is specifically time off after a death. Compassionate leave is broader — it can cover caring for a seriously ill relative, attending hospital appointments, or dealing with a family emergency.

In UK law, the closest statutory right is the right to time off for dependants under the Employment Rights Act 1996. This gives employees a reasonable amount of unpaid time off to deal with an emergency involving a dependant — including illness, injury, or arrangements following a death.

Do you have to pay for compassionate leave?

Statutory time off for dependants is unpaid. However, many small businesses choose to pay for a few days as a compassionate gesture. This is entirely at your discretion unless your employment contract says otherwise.

Our recommendation for a business with 1–10 employees: offer 2–3 days of paid compassionate leave per incident. It costs very little, builds enormous goodwill, and sets you apart from large providers who treat everything by the letter of a call-centre script.

What counts as a "dependant"?

A dependant is a spouse, partner, child, parent, or someone who lives with the employee as part of their family. It also includes someone who reasonably relies on the employee for care — for example, an elderly neighbour they help with shopping.

Writing a compassionate leave policy

A clear policy protects both you and your employees. It doesn't need to be complicated — a simple page in your staff handbook is enough for a small business. Include:

• What situations qualify (bereavement, serious illness, emergencies)
• How much time off is offered
• Whether time off is paid or unpaid
• How to notify the business (a phone call or text is fine)
• What support is available after returning to work

Handling compassionate leave in a tiny team

In a business with 1–10 employees, one person's absence is felt by everyone. Plan ahead: cross-train key tasks, keep a simple contact tree, and agree how emergencies will be covered. When the moment comes, your team will know exactly what to do.

This is where having a named HR consultant helps. We can help you write the policy, train your team on what to expect, and advise on any tricky situations — all from someone who already knows your business.