A Guide to Handling Compassionate Leave

blog-publish-date

03 Jan 2019

blog-read-duration

Dealing with bereavement is difficult. Most of us will experience it at some point in our career and will need to ask for time off to grieve.

Compassionate (or bereavement) leave provides employees with time off work for grieving or managing whatever issues that might arise.

As an employer, it’s hard not to show compassion when your staff members are facing personal problems. However, when trying to run a business, unscheduled absences can cause disruptions to productivity and timelines.

What is compassionate leave?

It’s a period of absence from work. A staff member can claim compassionate leave as a result of a personal circumstance that may prevent them from carrying out their duties effectively.

Staff can ask for this type of leave when an immediate family member dies or is facing a life-threatening illness.

Compassionate leave law

The government states that all employees (including casual staff) must get a reasonable amount of unpaid time off work to deal with issues involving family and other dependants.

Are employees entitled to paid compassionate leave?

As an employer in the UK, you’re under no obligation to provide members of your team with compassionate leave, paid or otherwise.

However, you should write a policy on how the company intends to handle requests.

How long is compassionate leave in the UK?

Although staff can get time off to take care of dependants, there’s no set amount of time as it’ll depend on the employee’s specific situation.

There’s also no limit to the number of times you can take time off work for dependants.

Who is a dependant?

 According to Gov.UK, a dependant could be a:

  • Anyone else that depends on you for care.

When can employees take time off work?

Under Section 57(A) and 57(B) of the Employment Rights Act 1996, staff members can take reasonable time off where it’s necessary to deal with:

  • An unexpected accident involving a dependant.
  • Provisions of care for an ill or injured dependant.
  • The death of a dependant.
  • Other unexpected incidents involving an employee’s child during school hours.

Compassionate leave policy

You should make it available to your staff in your company handbook, the employment contract and even on your website.

Compassionate leave pay

It isn’t a requirement for you to pay your staff for the time taken off to look after dependants. It’s up to your discretion to pay your employees when they take time off.

Either way, you should have a policy that answers your worker’s questions about taking time off.

Expert advice

Speak to one of our experts for help with addressing compassionate leave in the workplace. We can also create a policy that’s consistent with your company goals and values. Call us on 01455 858 132.

Free to Download Employer Resources

  • Grievance Policy Guide & Template

    FREE DOWNLOAD

    Grievance Policy Guide & Template

    Read more
  • Sickness Absence Policy & Procedure

    FREE DOWNLOAD

    Sickness Absence Policy & Procedure

    Read more
  • Bribery Risk Assessment Form

    FREE DOWNLOAD

    Bribery Risk Assessment Form

    Read more
  • BLOG

    EHRC Release anti-harassment guidance

    New guidance has been released for employers on preventing harassment at work. T...

    Read more
  • BLOG

    New Minimum Wage Rates Announced

    2020 is set to be one of the busiest years yet for employment law developments.T...

    Read more
  • BLOG

    Ethical Veganism is a Philosophical B...

    Under the Equality Act 2010, it’s unlawful to discriminate against an individual...

    Read more
  • REC

    CASE STUDY

    REC

    The events are brilliant. Amanda Chadwick, one of the expert speakers, is a very

    Read more
  • Grantley Hall

    CASE STUDY

    Grantley Hall

    Whenever we have a sensitive issue - sometimes involving individuals with protec

    Read more
  • Lady Heyes Holiday Park

    CASE STUDY

    Lady Heyes Holiday Park

    Overall it's definitely had a noticeable impact on the business and how I perfor

    Read more

Do you have any questions?

Get a free callback from one of our regional experts today