Is It Time to Rethink Your Bereavement Leave Policy?

Quick look: There is currently no U.S. federal law that requires employers to offer bereavement leave, and some businesses choose not to provide it. However, granting ample time off when employees experience a loss not only fosters employee well-being but can also benefit businesses in other ways. Here are several affordable ways companies can better support their grieving employees, while boosting morale and productivity.

Loss is something everyone experiences at some point in life. However, when it comes to employee benefits, most people don’t consider their bereavement leave policy until the unfortunate time comes to grieve a loved one.

Despite often being overshadowed by other benefits, bereavement leave policies matter, and they play a crucial role in supporting both employees and businesses. By taking the time to reassess these policies, organizations can unlock significant advantages for their workforce and their bottom line. Below, review what bereavement leave is, bereavement leave laws, the positive impact the leave has on employees, and how employers can adjust their policies to be more accommodating.

What is bereavement leave?

Bereavement leave allows employees to take paid or unpaid time off from work to grieve and manage personal matters following the death of a family member, loved one, or someone close to them. The purpose of bereavement leave is to provide individuals with the time and space to cope with their loss, make funeral or memorial arrangements, and handle other related responsibilities.

Who does bereavement leave cover?

Who is eligible to take bereavement leave and which losses are covered depends on the employer’s policies or applicable laws. Generally, bereavement leave provides staff time to grieve and handle arrangements for the death of someone significant in their life, usually a close family member. Some policies specify who qualifies as a “close family member” (e.g., a parent, spouse, child, sibling, or grandparent). Additionally, policies may require a minimum number of hours worked per week to become eligible for the time off.

While some bereavement leave policies are ambiguous, they get even more confusing when it comes to loved ones who aren’t married or blood-related. Some employers may allow leave for the death of close friends, roommates, or others who played a significant role in your life, but this is less typical. In recent years, some businesses have also started offering time off to grieve pets and pregnancy loss.

How long is bereavement leave?

There is no standard length of bereavement leave; the time provided varies by employer. Recent research shows that 35% of employers offer one to three days of leave, 45% give four to five days, and just 20% grant more than five days.

However, experts recommend taking 20 days off work after a close family member passes, an amount of time that some organizations (like Meta and ExtensisHR to its internal employees) now permit.

And while 98% of organizations have bereavement leave policies, only 44% give non-consecutive leave, or time off that can be taken intermittently throughout the year.

Are there bereavement leave laws?

In the United States, no federal law requires bereavement leave, meaning employers decide how much time off, if any, to offer workers. An exception to this is the Family and Medical Leave Act (FMLA), which allows eligible employees to take leave to address the death of an active-duty military member.

State-specific leave laws also exist. As of January 2025, California, Colorado, Illinois, Maryland, Minnesota, Oregon, and Washington state have bereavement leave laws.

The importance of offering bereavement time off

Not providing paid time off for employees takes an emotional and logistical toll. It’s been found that settling the affairs of the deceased—including arranging a funeral, claiming benefits, and managing assets—takes between 12 and 18 months. And of course, the time required to grieve and heal from a loss is unquantifiable.

Incorporating a generous bereavement policy into your business plan supports your employees’ mental health during an incredibly vulnerable time and can positively impact efficiency. Researchers have discovered that the decreased productivity and increased turnover caused by unsupported grief cost U.S. companies over $225 billion annually.

6 ways businesses can better their bereavement policies

Having a substantial bereavement leave policy is arguably an ethical thing to do on a personal and professional level. So, what are some actionable ways small- and medium-sized businesses (SMBs) can get started either revamping their current policy or implementing a new one?

1. Give time off

Time off is at the heart of a bereavement leave policy. If an employee’s loved one passes away, SMBs can consider offering paid leave days and additional unpaid time off.

Arranging and attending a funeral, sorting finances, and grieving a loss takes time—so how much should be offered? That question depends on what’s right for your company, and the human resource (HR) experts at a professional employer organization (PEO) may be able to provide further insight to help guide the decision.

2. Be flexible

Grief isn’t a linear process; it comes in stages and ebbs and flows. Business leaders can demonstrate they understand this by offering a flexible bereavement leave policy that allows employees to take time off intermittently. For example, someone could take 10 days off immediately, followed by 10 days off months later to travel to a postponed memorial service.

3. Redefine bereavement

Your bereavement leave policy is where you can show your employees that you support them through all types of loss. If it doesn’t already, consider expanding your policy to include friends, extended family members, pregnancy loss, and even pets.

Policy expansion is becoming common, and bereavement leave will likely become a more sought-after benefit. For example, the Society of Human Resource Management’s (SHRM) 2024 Employee Benefits Survey found that more than one-third of employers now offer time off for a failed pregnancy, surrogacy, or adoption. It’s easy to see why this is becoming standard practice when you consider that 10-20% of pregnancies end in miscarriage and that miscarriage is correlated with depression and post-traumatic stress.

4. Trust your employees

There is a time and place to keep a detailed paper trail but following the loss of an employee’s loved one is probably not it.

According to SHRM, many employers choose not to request death certificates or other verification to grant bereavement leave. The chance that a worker would be untruthful about the death of a loved one is small, and often, the best course of action is to give them the space and time necessary to process their loss. You may, however, consider asking employees with frequent attendance issues or recent disciplinary action to provide easily accessible documentation, like an obituary or funeral announcement.

5.  Connect staff with resources

In addition to providing paid time off, employers can further support their grieving workers by offering access to an employee assistance program (EAP).

These programs feature free and confidential services, including counseling and referrals that address grief as well as other mental and physical well-being issues like substance abuse, family problems, psychological disorders, and more.

6. Partner with a PEO

Your employees shouldn’t be alone when facing a loss, and neither should you when creating your bereavement leave policy. Partnering with a PEO can provide the support you need.

A PEO is a type of HR outsourcing firm that assists businesses with managing various aspects of their HR, employee benefits, payroll, risk and compliance, and more. By partnering with a PEO like ExtensisHR, you can consult with dedicated, accredited HR professionals who can help:

• Define your bereavement policy
• Update your employee handbook
• Provide access to an EAP and comprehensive health insurance, including mental health coverage
• Answer your workers’ questions about time off (and much more)

Offering bereavement leave is more than just a compassionate gesture—it’s an action that supports employee well-being, fosters loyalty, and enhances workplace culture. By granting time for grieving and personal healing, you can show that you value your employees not just as workers, but as people.

Are you ready to give your bereavement policy a second look? Learn more about PEO, or contact the experts at ExtensisHR today.

If you’re struggling with grief, call or text 988 to contact the free 988 Lifeline.