Bereavement Leave: Key Features and How to Take It

Bereavement leave is the permission given by an employer to an employee that gives the latter the opportunity to take a temporary break from work in order to cope with the death of a loved one. In the U.S., many employers provide their workers with bereavement leave. However, there is no federal law that mandates its provision to employees. Oregon is the only state to regulate this area and require employers to provide this leave type. There are several benefits in offering bereavement leave, including:

• It offers workers time and space to adjust to their loss. While losing a loved one is a very difficult situation, providing bereavement leave frees an employee from the pressure of having to fulfill job duties. Workers can use their time away from work to spend time alone or with their families, attend the funeral, and deal with their emotions.
• It provides the opportunity for a worker to seek professional help. A worker who is unable to deal with their loss alone can use their leave to seek the advice and guidance of a professional counselor.
• It gives an employee the opportunity to fulfill their family responsibilities. A worker may need to handle essential tasks associated with the death, such as resolving estate-based issues. Bereavement leave gives an employee the opportunity to complete these duties before returning to work.
• It avoids lowering the morale of the team. Individuals who are affected by the loss of a loved one are likely to be depressed and angry. These negative feelings can affect the morale of their team members at work. Failing to provide bereavement leave is likely to result in demotivating team members, which will probably cause a reduction in team performance.
• It can help to improve the relationship between the employer and employees. Employers that offer adequate, paid bereavement leave are likely to be more respected and appreciated by workers than those who do not do so. In the long-term, building rapport with workers by providing this leave type will help the employer benefit from a more engaged workforce and higher levels of productivity.

Learn more: What Is Compensation and How Is It Determined?

As bereavement leave is not regulated by the government, there are no fixed items that all employers are expected to use in their bereavement leave policy. However, there are several items that are usually included in this agreement, including:

• A specification of the people it covers: Typically, this leave covers only immediate family members. However, some employers offer bereavement leave upon the loss of friends or extended family members. To extend the coverage of people beyond one’s immediate family, the employee must request the extension when negotiating the terms of the bereavement leave with the employer.
• Duration of bereavement leave: Usually, employers provide approximately three days of paid bereavement leave to full-time workers who have lost members of their immediate family and a single day of paid leave to those who have lost an extended family member.
• Eligibility criteria for the employee: Some companies limit employee eligibility for bereavement leave. For example, an employee may need to claim the leave within a specific period from the death of the loved one in order to be eligible.

Learn more: How to Negotiate Your Salary

Bereavement leave works in the following manner:

1. An employee negotiates for bereavement leave during the hiring process. After receiving your job offer, open a discussion on bereavement leave with your employer before signing an employment contract. Integrative negotiation is a technique you can use to obtain this type of leave.
2. An employer agrees to provide bereavement leave. Once the employer agrees to provide bereavement leave, show your appreciation by thanking them. Next, make sure you check the written agreement for providing this leave.
3. Bereavement leave becomes a contractual term. After discussions are complete, your signed contract should include the confirmation that bereavement leave is provided.
4. Your employer provides you with bereavement leave. Upon the death of a loved one, you apply for your leave, your employer gives you the agreed time off as per the contractual provision on bereavement leave, and you take your leave.

Discover if you have a fair job offer. See how your offer compares to other pay packages and if you need to negotiate.

Bereavement leave policies vary, but most policies cover the following:

• The death of a parent
• The death of a grandparent
• The death of a sibling
• The death of a spouse
• The death of a child

Learn more: Everything a Base Salary Includes

There are several steps for taking bereavement leave professionally.

How to take bereavement leave when you have a bereavement leave agreement

You can use the following steps when you have a bereavement leave agreement with adequate coverage in place:

1. Read the bereavement leave agreement thoroughly. Following the death of your loved one, remind yourself of the bereavement leave conditions before you inform your boss about your intention to take the leave. Assess your situation against the conditions. For example, ask yourself whether your application for leave is within the time limit specified in the agreement. Then, ask yourself whether you have worked enough hours to be eligible for the leave. These are limitations usually included in bereavement policies.
2. Request the leave promptly and in writing. When you have determined you’re eligible for bereavement leave, write a formal letter to your employer. In it, describe the reason for the leave request; include relevant information on the deceased, such as name, date of death, and relationship to you; and specify your responsibilities in the event. Include leave dates that are in line with your contract. In the closing section of the letter state your commitment to the company and your interest in returning to work after you deal with your grief. Provide any additional information you have to show evidence of your loss, such as a death certificate, letters, or photographs.
3. Send a thank-you note. When you receive your leave, write a thank-you note that shows your boss your gratitude and restates your commitment to the job.
4. Handle your workload. It’s important to maintain professionalism in challenging situations. Delegate urgent tasks to trustworthy colleagues, and reschedule the tasks that can be handled when you return. Document these activities, send your boss a formal email on your workload management, and respond promptly to any of your boss’s concerns.
5. Show your boss that you used the leave honestly. After returning to work, provide proof of the death of your loved one through an obituary, prayer card, or funeral service program.

How to take bereavement leave when you do not have a bereavement agreement

1. Make a written application for bereavement leave. Although you do not have a contractual agreement for bereavement leave with your boss, do not hesitate to send them a formal letter that details the situation and asks for leave. While federal regulators have not mandated this type of leave yet, most U.S. employers do provide bereavement leave to their workers. Be proactive in letting your manager know you’re making a genuine application by providing items such as a death certificate and proof of your relationship to the deceased.
2. If your request is refused, use your PTO. Your paid time off is provided according to rules established by the U.S. Office of People Management (OPM), and it gives you 13 days of leave each year.
3. If your application is refused or if you have already used your PTO, ask your boss if you can use the unpaid FMLA leave. According to the Family Medical Leave Act (FMLA), employees are allowed to take unpaid leave for health or family reasons. Depending on your boss’s decision, you’re likely to receive a brief period of paid or unpaid leave.
4. Manage your job responsibilities. Although you’re going through a difficult event, it’s important to be as responsible as you can in handling your pending work. Ask trusted coworkers for their help in handling urgent tasks. Before you leave, reschedule anything that can wait until you return. Communicate your workload management to your boss in a formal email, and make any necessary changes based on the feedback you receive.
5. Make an effort to maintain your relationship with your boss.  At this point, keep in mind that there could be several reasons why you were not granted leave immediately. Your boss may be unsure about whether or not your request for bereavement leave was genuine. When you return to work, show your boss how you used the leave by providing evidence of your activities. You can use an obituary, funeral service program, prayer card, and photographs of the service to let your boss know you were making a genuine request for bereavement leave.

As discussed, bereavement leave can help you adjust to the loss of a loved one. Seek companies that offer this type of leave. Alternatively, use the processes you learned to obtain this essential leave when necessary to do so.