Bereavement Leave: Understanding How It Works Around the World

Managing bereavement leave is one of HR’s most overlooked challenges. Losing a loved one is an intensely personal and emotional experience. When an employee is grieving, employers need to respond with compassion while also ensuring their leave policies are fair and legally compliant.

For organizations with a global workforce, this challenge is even greater. Bereavement leave laws, eligibility requirements, and cultural expectations vary widely from country to country. A standard practice in one region may be insufficient—or even legally noncompliant—in another.

So, what is bereavement leave, and how does it work across different countries? How can HR teams design policies that both reflect their values and ensure compliance across borders? 

This article explores what you need to know about bereavement leave and how to best support your employees as they navigate this difficult time.

What is bereavement leave?

Bereavement leave, also known as compassionate leave, is time off granted to grieving employees following the death of a family member or loved one. The core purpose is the same: to give employees time to process their loss without the immediate demands of work. However, terminology and legal requirements vary by jurisdiction. 

Some countries mandate bereavement leave by law, with specific parameters around duration, pay, and eligibility. In other places, the employer determines these policies and negotiates them with employees.

Thoughtful bereavement policies aren’t just important for compliance. They benefit both employees and employers by:

• Supporting employee well-being and mental health: Time away from work gives employees the space they need to process their grief without workplace distractions.
• Improving productivity: Bereavement leave helps employees return to work with greater focus, which can reduce presenteeism (being physically at work but mentally checked out).
• Increasing employee retention: Compassionate bereavement policies can strengthen trust and improve retention.
• Boosting employee motivation and engagement: Supporting employees through bereavement shows that your organization values their well-being, helping foster stronger relationships and a more engaged workforce.

How does bereavement leave work?

Bereavement leave isn’t a one-size-fits-all benefit. The amount of leave an employee receives—and whether they’re eligible at all—depends on several factors, including:

• Local laws and cultural norms
• Company policy
• Employment status (e.g., full-time, part-time, or contractors)
• The employee’s relationship with the deceased

Managing an international team adds an additional layer of complexity for employers. Creating a single policy for a distributed workforce doesn’t address differing compliance requirements or the cultural and personal expectations of grieving employees. A better approach is to establish a global bereavement framework with adaptations that align with localized compliance needs.

Is bereavement leave required by law?

Certain countries, including Spain, Australia, China, and France, require some degree of bereavement leave, while others leave it up to the discretion of the employer. Laws can also vary across local jurisdictions in the same country. For example, there’s no federal law in the U.S. that mandates bereavement leave, though some states have enacted bereavement leave protections for certain employees or circumstances.

Even in places where compassionate leave is required, the structure of these policies can still vary. You need to consider local employment laws for each jurisdiction in which you operate. This also requires frequent reviews of these regulations, as local laws may change over time.

Are bereavement days paid?

Bereavement pay isn’t universally required. Much like parental leave, it comes down to local laws and each company’s internal policies.

Countries with required paid time off for bereavement include:

• France
• Spain
• Australia
• China

Countries that don’t require paid bereavement leave federally include:

• United States
• India
• Germany
• Ireland

How long is bereavement leave?

The required duration of bereavement leave also varies by country and the employee's relationship to the deceased. These requirements are only a minimum baseline. When designing their own policies, many HR teams establish longer leave periods, especially for sudden deaths or life-threatening illnesses.

Generally speaking, the closer the relationship between the employee and the deceased, the longer the required bereavement time off.

Here are some examples:

• France: Employees are generally entitled to three days of leave following the death of a spouse or parent, and up to 14 days for the death of a child under 25.
• Spain: Employees are entitled to bereavement leave following the death of certain family members, with the duration determined by applicable employment laws.
• U.K.: Eligible employees are entitled to up to two weeks of leave following the death of a child under 18 or a stillbirth after 24 weeks of pregnancy.
• China: Employees are generally entitled to one to three days of paid bereavement leave following the death of a spouse, child, or parent.
• U.S.: There is no federal requirement for bereavement leave, though some states provide protections or leave entitlements under specific circumstances (for example, California provides eligible employees with up to five days of bereavement leave).

What should employers include in a bereavement leave policy?

Crafting a clear and consistent policy is key to ensuring compliance and fair treatment across all employees. But doing so requires in-depth research on local regulations and a genuine desire to support your employees as they navigate this difficult period.

For scaling companies with a global workforce, there are several components you need to include in your policies so that every employee is clear on the process:

• Employee eligibility: List the employee categories that qualify for bereavement leave (e.g., full-time, part-time, contractors). Some jurisdictions require you to cover all employee types.
• Qualifying family relationships: Define which relationships (between the employee and the deceased) are eligible for leave (e.g., spouse, sibling, parent, child, extended family). Don’t just say “immediate family.” Clarify who is considered immediate family for bereavement leave. 
• Leave duration: Specify how many days of bereavement leave employees may take. Also establish varying durations for different relationships to the deceased (many employers offer longer leave durations for minor children and dependents).
• Whether leave is paid or unpaid: Make it clear whether bereavement time off is paid or unpaid. Offering paid leave across the workforce regardless of local requirements can ensure more equitable application for employees.
• Employee notification and request procedures: Outline how employees should go about notifying their employer and requesting bereavement time off. Offer flexible notification options to make the process as easy as possible for grieving employees.
• Options for extending leave or using additional leave types: Provide clear options to extend leave if needed, including using other leave types like sick days or vacation days. For example, many employers allow employees to use maternity leave in the event of a miscarriage or stillbirth.

All these elements are critical for every company, but HR teams with a multinational workforce need to pay attention to all local regulations and ensure they maintain flexibility for cultural practices and individual needs.

Manage global bereavement leave compliance with Pebl

Handling bereavement is a difficult and sensitive situation for any company. For global teams, it’s even less straightforward. Leave entitlements, employee eligibility, and paid or unpaid time off requirements differ across international laws and even local ordinances, and these regulations often evolve.

Researching laws and tracking policies manually can lead to serious risk, including:

• Noncompliance with statutory regulations
• Unequal treatment of employees in different regions
• Vulnerability to legal or financial penalties

Through Pebl's Employer of Record solution, organizations can achieve global compliance with local statutory requirements, confidently hiring and supporting employees around the world. Pebl continuously monitors employment regulations across countries, providing the guidance needed to help your bereavement policies align with local employment laws and requirements.

When combined with Pebl’s AI HR and compliance assistant, Alfie, teams no longer have to wait for responses from legal teams across multiple jurisdictions. Get instant answers to questions about bereavement leave regulations and documentation requirements in more than 50 languages.

Bereavement leave policies are both a legal obligation and a crucial part of supporting your employees’ well-being. By implementing smart compliance infrastructures and consistent workforce guidance, global companies can navigate bereavement leave with confidence and compassion.

Contact Pebl today to get started.

FAQ

Can employees combine bereavement leave with other types of leave?

In many organizations, employees may combine bereavement leave with other types of leave to extend their time away as needed. This may include paid time off, unpaid time off, vacation days, or sick leave.

Can bereavement leave be taken intermittently?

This depends on local laws and your company’s policies. In some jurisdictions, bereavement leave may be taken intermittently, and many employers allow it so employees can take time off as needed—for example, to attend funeral services or handle related legal or administrative matters that arise later.

What family members are covered under bereavement leave?

Bereavement generally applies to the loss of immediate family members (e.g., spouses, parents, siblings, children, and domestic partners). Some jurisdictions also cover extended family, including in-laws, grandparents, or step-relatives.

Who qualifies for bereavement leave benefits?

Generally, full-time and part-time workers are eligible. Contractors are usually not eligible, and eligibility for casual or temporary employees depends on local laws and employer policies.

Does bereavement leave cover travel for funerals or memorial services?

Certain countries, like Spain, cover additional leave days if travel is required. But, in many cases, other types of leave need to be used for additional time off.