When a loved one dies, many employees in the UK are unsure what time off they can take and whether they will be paid. The answer depends heavily on who has died, where you work, and whether your employer has a policy in place. Unlike some other countries, the UK does not have a general statutory right to paid bereavement leave for most family members.
The only guaranteed paid leave is for bereaved parents whose child has died or who have experienced a stillbirth after 24 weeks of pregnancy. For everyone else, the legal landscape is more fragmented, combining a limited day-one right to unpaid time off with whatever contractual or discretionary policies an employer chooses to offer.
This article explains the current rules, what is changing in 2025 and 2026, and how different types of bereavement are treated under UK employment law.
Is Bereavement Leave Paid in the UK?
- Most UK employees have no legal right to paid bereavement leave for losing a parent, grandparent, or sibling.
- The only statutory paid bereavement leave is for parents who lose a child (up to 2 weeks).
- A day-one unpaid right to reasonable time off exists for all employees, but the amount is not defined by law.
- NHS staff typically have more generous bereavement leave policies than minimum statutory requirements.
- “Compassionate leave” and “bereavement leave” are often used interchangeably, but compassionate leave may cover non-death events.
| Aspect | Detail |
|---|---|
| Legal right to paid leave | None for most deaths; only for child death (Statutory Parental Bereavement Pay) |
| Unpaid leave right | Day-one right to reasonable time off (unpaid) for any bereavement |
| Parental bereavement | 2 weeks leave, paid at the statutory rate (or contractual if higher) |
| Grandparent | No statutory right; employer discretion |
| Funeral attendance | Often covered by employer’s compassionate leave policy; not legally mandated |
| NHS staff | Typically 3–5 days paid bereavement leave, may vary by trust |
The core paid entitlement is the Parental Bereavement Leave and Pay scheme, which came into force in 2020 under the Parental Bereavement (Leave and Pay) Act 2018. Eligible employees who lose a child under 18 or experience a stillbirth after 24 weeks can take two weeks of leave from the first day of their employment. The leave can be taken as one continuous block or as two separate weeks within 56 weeks of the child’s death.
To qualify for Statutory Parental Bereavement Pay, the employee must also have at least 26 weeks of continuous employment by the end of the relevant week. The payment rate is either the statutory flat rate (which changes each tax year) or 90% of average weekly earnings, whichever is lower. The leave itself is a right for employees; workers are not generally entitled to the leave under the core parental bereavement rules.
Can You Get Bereavement Leave for a Parent or Grandparent in the UK?
What are the rules for bereavement leave when a parent dies?
There is no statutory right to paid bereavement leave when a parent dies. The law does not single out parents as a category for paid leave. Instead, employees who lose a parent may be able to take reasonable unpaid time off under the day-one right to time off for dependants, which is part of the Employment Rights Act 1996. That right, however, is intended for emergencies and is not a formal bereavement leave entitlement.
In practice, many employers include the death of a parent in their compassionate leave or bereavement leave policies. The amount of paid leave offered varies widely, from a few days to a week or more, and is usually set out in the employment contract or staff handbook. When no contractual policy exists, any leave taken is at the employer’s discretion and may be unpaid.
Your employment contract or staff handbook is the best place to start. Many employers define bereavement leave for close family members, including parents, siblings, and grandparents. If the policy is not clear, speak to your HR department or line manager. The legal right to unpaid time off for dependants covers emergencies, but it is not a substitute for a proper bereavement policy.
Is there statutory bereavement leave for a grandparent?
No statutory bereavement leave exists for the death of a grandparent. The only statutory paid route is for bereaved parents. For a grandparent’s death, an employee relies entirely on their employer’s policy. Some employers include grandparents in their definition of close family, but many do not. The Employment Rights Bill: bereavement leave changes may eventually broaden the scope of covered relationships, but that legislation has not yet taken full effect.
The Laura Centre, a bereavement support charity, notes that “there is currently no statutory bereavement leave for losses such as a sibling, grandparent, close friend or pet.” Employees who need time off for a grandparent’s funeral should check their employer’s policy or request discretionary leave.
What Bereavement Leave Do NHS Employees Get?
NHS bereavement leave policies
NHS staff typically receive more generous bereavement leave than the statutory minimum. Most NHS trusts offer between three and five days of paid bereavement leave for the death of a close family member, though the exact amount varies by trust and by job role. The NHS Terms and Conditions of Service handbook provides a framework, but local trust policies can differ.
NHS bereavement leave is not uniform across the UK. Each trust sets its own policy within the national framework. Some trusts may offer paid leave for the death of a grandparent or sibling, while others limit it to parents, children, and spouses. Check your trust’s policy or speak to your HR department for the specific rules that apply to you.
What is the difference between bereavement leave and compassionate leave?
The two terms are often used interchangeably, but there is a distinction. Bereavement leave is time off specifically following the death of a loved one. Compassionate leave is a broader category that can also cover serious illness, family emergencies, or other personal situations. CIPHR, an HR software provider, explains that “bereavement leave is specifically when an employee takes time off after the death of a loved one. Compassionate leave is…” a wider term that may include non-death events.
In many workplaces, the two terms are used to mean the same thing, and the policy will define what is covered. It is worth reading your employer’s policy carefully to understand what types of events qualify and whether the leave is paid or unpaid.
How Much Time Off Is Allowed for a Funeral?
Bereavement leave for funeral attendance
There is no legal right to paid time off specifically to attend a funeral. Whether an employee can take time off for a funeral depends on their employer’s policy. Many employers allow a day or two of paid leave for the funeral of a close family member, but this is discretionary unless the contract says otherwise.
The statutory route for an emergency involving a dependant is “dependant leave” under the Employment Rights Act 1996, which allows reasonable unpaid time off. This is not bereavement leave and is not intended for general grieving. It covers immediate emergencies such as arranging a funeral or dealing with the death of a dependant. For other family members, the only option is employer policy or discretionary leave.
For employees who need to attend a funeral for someone who is not a close family member, such as a friend or colleague, most employers will expect the employee to use annual leave or request unpaid time off. Some employers have special policies for funerals of close colleagues, but this is not common.
What New Bereavement Leave Rights Are Coming Into Effect?
- – The Parental Bereavement (Leave and Pay) Act 2018 came into force, providing 2 weeks paid leave for bereaved parents.
- – The government introduced a day-one entitlement to unpaid bereavement leave for all employees, though the scope remained limited.
- – The Employment Rights Bill was published, proposing a broader day-one right to at least one week of unpaid leave for the loss of “other loved ones,” including pregnancy loss.
- – The Bereaved Partner’s Paternity Leave takes effect, giving employees whose partner or the child’s mother/primary adopter dies within the first year of the child’s life a day-one right to up to 52 weeks of unpaid leave. There is no statutory pay requirement for this leave.
- – ACAS updated its guidance on time off for bereavement, reflecting the new rights and clarifying the distinction between statutory and discretionary leave.
The Employment Rights Bill is expected to expand bereavement leave further, but the exact final scope and commencement details have not yet been confirmed. A government factsheet states that the Act introduces a new statutory right to unpaid bereavement leave available from day one of employment, covering a wider range of losses than before, including pregnancy loss. Employers should monitor these developments as they may need to update their policies.
What Is Legally Guaranteed and What Depends on Employer Policy?
| Established information | Information that remains unclear |
|---|---|
| Employees have a day-one right to unpaid time off for bereavement (reasonable amount). | How much unpaid leave is “reasonable” is not defined by law; depends on circumstances. |
| Parents of a deceased child under 18 or stillborn are entitled to 2 weeks paid leave (Statutory Parental Bereavement Pay). | Whether bereavement leave is paid for non-parental deaths is entirely at employer discretion. |
| Employers cannot treat employees unfairly for taking bereavement leave (protected by law). | NHS bereavement leave policies vary by trust and job role. |
| The legal status of “compassionate leave” vs “bereavement leave” is not formalised in statute. |
What Are the General Bereavement Leave Rules in the UK?
The UK’s approach to bereavement leave is minimal compared to some other countries. There is no general statutory right to paid leave for most deaths. The only paid statutory entitlement is for bereaved parents, which covers two weeks of leave. For all other losses, employees have a day-one right to reasonable unpaid time off, but the amount is not specified and depends on the circumstances.
In countries such as Ireland, Australia, and Germany, statutory paid bereavement leave is more comprehensive, often covering multiple family members and providing a set number of days. The UK’s position has been criticised by some campaigners and charities who argue that the current system places too much reliance on employer discretion.
The 2024 day-one unpaid right was a step forward, but it does not guarantee pay. Many employers already offer paid compassionate leave as a contractual or discretionary benefit, and this fills some of the gap left by the statutory minimum. The ethical and business case for offering paid bereavement leave for all close family members is increasingly recognised, but it is not yet a legal requirement.
What Do Official Sources Say About Bereavement Leave?
“There is no legal right to paid time off for bereavement. This is unless someone is eligible for parental bereavement pay when a child dies.”
ACAS
“There is currently no statutory bereavement leave for losses such as a sibling, grandparent, close friend or pet.”
The Laura Centre
“An employee can take 2 weeks’ leave from the first day of their employment for each child who has died or was stillborn.”
Gov.uk (Statutory Parental Bereavement Pay)
These statements from authoritative sources confirm the narrow scope of statutory bereavement leave in the UK. ACAS provides official guidance on employment rights, The Laura Centre is a specialist bereavement charity, and Gov.uk is the government’s official portal for statutory entitlements.
What Should Employees Know About Bereavement Leave in the UK?
The key takeaway is that paid bereavement leave is not guaranteed for most deaths in the UK. The only statutory paid leave is for bereaved parents. All other employees have a day-one right to reasonable unpaid time off, but the amount is not defined. Many employers offer paid compassionate leave as a contractual benefit, but this varies widely. Employees should check their contract or staff handbook, speak to their HR department, and stay informed about upcoming legislative changes under the Employment Rights Bill: bereavement leave changes and the new Bereaved Partner’s Paternity Leave from April 2026.
Frequently Asked Questions About Bereavement Leave
What is the day one unpaid right to time off for bereavement?
Since 2024 (or 2025), all employees have a legal right to take a reasonable amount of unpaid time off for bereavement from day one of employment. The amount is not specified – it depends on the circumstances.
What is statutory parental bereavement leave?
It is a legal right for parents who lose a child under 18 or who have a stillbirth. It provides 2 weeks of paid leave (Statutory Parental Bereavement Pay) available from day one of employment.
Is there a legal right to paid time off for bereavement?
Only for bereaved parents (child death). For all other losses, there is no legal right to paid leave, though many employers offer it voluntarily.
What are the rules for bereavement leave when a parent dies in the UK?
There is no statutory paid leave for a parent’s death. Employees may take reasonable unpaid time off under the day-one right, but pay depends on the employer’s policy.
Can you get bereavement leave for a sibling?
No statutory right exists for a sibling’s death. Some employers include siblings in their compassionate leave policy, but this is discretionary.
How do I request bereavement leave from my employer?
Check your contract or staff handbook first. If there is a policy, follow the procedure. If not, speak to your manager or HR department and explain the situation. You may be entitled to unpaid time off under the day-one right.
What support resources are available for bereaved employees?
Organisations such as Cruse Bereavement Care and The Laura Centre offer emotional support. Some employers also provide access to employee assistance programmes (EAPs) that include counselling.
Does the new Bereaved Partner’s Paternity Leave include pay?
No, there is no statutory pay requirement for this leave. Any pay is at the employer’s discretion. The leave itself is unpaid but can be up to 52 weeks.
Is bereavement leave the same as compassionate leave?
Not exactly. Bereavement leave is specifically for a death. Compassionate leave may also cover serious illness or other emergencies. Many employers use the terms interchangeably.
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Sophie Marlowe covers culture, lifestyle and society for BritView.uk.