Everything you need to know about compassionate leave in the UK

Whether it’s dealing with the loss of a loved one, a family member’s serious illness, or another major life event, compassionate leave offers the time for employees to take care of personal matters without worrying about their job.

Here, we’ll cover everything you need to know about compassionate leave in the UK, from how it works, to the rights and responsibilities for both employers and employees. 

What is compassionate leave?

Compassionate leave (also referred to as bereavement or grievance leave) is a special kind of leave that lets employees take time off work when faced with personal emergencies, like the death or serious illness of a close family member. It’s designed to give employees time to grieve, make funeral arrangements, or just be there for a loved one. While it’s not a legal requirement for employers to offer this type of leave in the UK, many do include it in their employment policies. 

Key points

• Purpose: To help employees manage their personal emergencies without the fear of losing their job. 
• Type of events covered: Death of a loved one, serious illness in the family, other significant life events. 
• Legal status: It’s not a statutory right, but lots of employers include it within their employment policies. 

How does compassionate leave work? 

Compassionate leave isn’t a one-size-fits-all deal. The process and duration of compassionate leave can vary significantly depending on the employer’s policies and the employees’ specific situation. Let’s look at how compassionate leave typically works in the UK.

Requesting compassionate leave

Employees should inform their employer as soon as possible about their need for compassionate leave. This could be through a formal written request, or just a verbal notification, depending on company policy. Employers may ask for some form of documentation, such as a death certificate or a medical note, to support the request. But it’s important to handle this with patience and sensitivity, understanding that the employee may be experiencing significant distress during this time. While you do have the right to decline a request, its super important to treat all employees with fairness and respect. Here are  a few alternatives to consider offering your employees: 

• Offer them the chance to use their accrued annual leave or holiday time to cover the time off.  
• Maybe temporary flexibility would be more suitable in the situation – ask whether adjusting their working hours or letting them work from home for a while would work for them. 
• If it fits, you could even ask them to take sick leave.

Duration of leave

The length of compassionate leave can really vary. Some companies offer a fixed number of days, while others handle it on a case-by-case basis. It typically ranges from a few days to a couple of weeks. If employees need more time, some employers may choose to extend the leave using annual leave or unpaid time off. 

Pay during compassionate leave

Whether an employee gets paid during compassionate leave depends on the employer’s policy. Some companies are generous and offer full pay, while others might only provide partial pay or no pay at all. We’ll explore this a little more later. 

Returning to work

Coming back to work after compassionate leave can be tough. It’s best practice for the employee and the employer to keep an open line of communication so that the employee’s return is as smooth as possible. Many employers offer extra support and flexibility to help their employees settle back in after a difficult time. 

Supporting an employees return to work

• Check-in conversation: Firstly, have a friendly catch-up to see how they are doing and talk through their return-to work plan. Make sure to keep checking in too so they know you’re there to support them throughout their return.
• Flexible working: Consider giving them flexible working hours or even a phased return, so they can take things at their own pace.
• Lighten the load: Is easing them back into work an option? Lightening their workload for a while may help them to find their feet again.
• Emotional support: Don’t forget to remind them of company benefits, that may include things like counselling services, or an Employee Assistance Program (EAP).

Is compassionate leave paid?

One of the main questions employees usually ask is: “Is compassionate leave paid?”. The short answer is—it depends. Some employers will pay in full, while others may provide partial pay or unpaid leave. It’s always a good idea for employees to check their employment contracts and speak to their HR departments to double-check what they’re entitled to.  

Factors influencing pay:

• Company policy: The biggest factor that influences whether compassionate leave is paid is the company’s policy. Some companies have generous policies that offer full pay, while others may only offer partial or no pay. In a recent report by CIPD, 80% of employers said they provided paid bereavement leave for close family members, with the most common length of paid leave being 3-5 days (40%).  

• Employment contract: The terms of the employment contract will play a role in determining whether compassionate leave is paid. Employees should review their contracts to understand their rights and entitlements. 

• Length of service: In some cases, how long employees have worked for the company might make a difference. Employees who’ve been with a company longer may be entitled to more generous leave arrangements. 

How can HR implement compassionate leave?

HR leaders have a big part to play when it comes to getting compassionate leave right. It’s all about creating a supportive workplace where employees feel they can take the time they need without added workplace stress. Here are some ways HR leaders can make sure compassionate leave is handled smoothly.

Develop clear policies

First things first: HR leaders need to put together clear, straightforward compassionate leave policies, covering everything from how employees request leave, how long they can take, and whether it’s paid or unpaid. And don’t forget – everyone should know about these policies, so make sure they’re easy to find in the employee handbook and communicated effectively across the team. 

Provide training

Managers and supervisors are often the first point of contact for compassionate leave requests, so HR should offer training to help them handle these situations with care. This training should explain why compassionate leave is important, how to approve it, and ways to support employees both during their time off and upon their return to work. 

Offer support services

Consider adding extra layers of support, like Employee Assistance Programs (EAPs). These can provide confidential counselling and help employees cope with tough personal situations, making it easier for them to return to work when they’re ready.

Foster a supportive culture

Creating a compassionate and understanding culture starts at the top. HR can encourage open communication, flexibility, and empathy throughout the business. When employees know they’ll be supported during difficult times, it creates a more positive workplace for everyone – more on this later.  

Why HR should care about compassionate leave

Here’s the thing; compassionate leave isn’t just about ticking boxes—it brings real benefits to both employees and the organisation. Here’s a few reasons why HR leaders should care about compassionate leave: 

Employee wellbeing

Compassionate leave is essential for the wellbeing of employees. Allowing employees to take time off to deal with personal crises can help them manage their stress and emotions, leading to better mental health and overall wellbeing. 

Employee retention

People are more likely to stick with a company that shows them empathy and support during tough times. Offering compassionate leave can increase employee loyalty, reduce turnover, and save the company the cost and hassle of regular recruitment. 

Productivity

Employees who can take the time they need through compassionate leave are likely to return to work more focused. It’s much easier to be productive when you’re not carrying the emotional load of unresolved personal issues. By providing the necessary time to deal with personal issues, employers can help employees return to work with a clear mind and renewed energy. 

Company reputation

Companies that express their dedication to taking care of their employees, especially in times of personal crisis, tend to have a better reputation not only with their employees but also the public at large. This can make organisations more attractive to top talent and enhance employee satisfaction and therefore, how they talk about the company they work for. 

How can compassionate leave improve company culture?

Compassionate leave can have a positive impact on company culture in several ways.

Fostering empathy and support

Offering compassionate leave sends a message that the company genuinely cares about its employees. This can create a more caring and supportive work environment, where employees feel valued and understood. 

Encouraging open communication

Compassionate leave policies encourage open communication between employees and management. By offering support during difficult times, these policies show employees that their personal lives and wellbeing truly matter. They create a safe space for employees to comfortably discuss sensitive issues that might impact their work-life. Encouraging time off for things like grief, stress, or caregiving also normalises conversations around mental health and wellbeing, letting employees know that their concerns are valid and deserving of management’s support. 

Employees are more likely to feel comfortable discussing their personal issues and seeking support when they know that their employer is understanding and supportive. 

Building trust

Employees are far more likely to trust their employer if they feel supported during difficult times. Compassionate leave is one way to build stronger relationships between staff and management, creating a positive, trust-based work environment. 

Enhancing employee engagement

Feeling valued is a key driver of employee engagement. When employees know their wellbeing matters to the organisation, they’re more likely to feel committed and engaged in their work. Compassionate leave plays a big part in this by prioritising their emotional health. 

Summary

Compassionate leave is an important aspect of employment that allows employees to take time off work to deal with personal matters. While it is not a statutory right in the UK, many employers offer compassionate leave as part of their employment policies. HR leaders play a crucial role in implementing compassionate leave policies and fostering a supportive and empathetic work environment.

By offering compassionate leave, organisations can improve employee wellbeing, retention, productivity, and overall company culture. Compassionate leave can be a lifeline for employees handling a tough personal situation, it gives them the space to deal with a crisis without worrying about work. While it’s not a legal requirement in the UK, employers that offer support through compassionate leave policies often reap the benefits – and so do their employees.

So, what’s next for your business? Take the time to assess your needs and policies. Don’t forget, we’re here to help you find the perfect solution to do just that. Alternatively, If you’re looking for more information on managing different types of employee absences, why not take a look at our Ultimate Guide to Employee Absence.