Compassionate leave UK: rights, pay and a humane process

An employee can have a right to reasonable time off for an emergency involving a dependant, including dealing with a dependant's death. There is no fixed statutory number of days for that right, and it is normally unpaid unless the employer offers pay.

Eligible parents have a separate right to parental bereavement leave after a child's death or qualifying stillbirth. Other bereavement situations may be covered by company compassionate leave. Avoid answering every request with a single fixed allowance.

A compassionate leave policy should explain when paid or unpaid leave is available, how much the employer normally offers and who can agree additional support. Check the employment contract as well as the handbook.

Be clear about the distinction between a company benefit and a statutory right. A policy offering a number of paid days should not be read as removing a separate entitlement to reasonable unpaid time off for dependants.

Give the employee one contact and agree how to keep in touch. Ask what they want colleagues to know, what immediate work needs covering and when it would be helpful to review the plan.

Consider the individual's circumstances, including travel, caring responsibilities and religious observances. Confirm the arrangement in writing, but keep the first conversation focused on what is needed rather than completing every administrative field.