Bereavement leave policy
A bereavement leave policy with statutory minimums per province / state and a clear company top-up. Designed to be compassionate and unambiguous.
Bereavement Leave Policy
Effective
When a member of the team experiences a death in their family, we want to give them time to grieve and to handle what needs handling, without worrying about work.
Statutory entitlement
Federal US law does not require bereavement leave. Some states (e.g. Oregon, Washington, California for certain employers) require it — check applicable state law. The federal FMLA may apply for serious health conditions of family members but not for bereavement itself.
Company top-up
On top of the statutory minimum, the Company provides:
Who counts as family
We use a broad definition of family. Immediate family includes spouse / partner, parents, children, siblings, grandparents, and grandchildren — including step-relations, in-laws, foster, and chosen family. Extended family is whomever the employee identifies as such.
How to take it
Notify your manager and HR by the most convenient channel — phone, email, message. We don't need details and we don't require documentation. We'll handle workload coverage.
If you need more time than the policy provides, talk to your manager. We will work with you flexibly — additional vacation, unpaid leave, or modified hours — depending on what helps.
Made with WalnutsHR Paper · Reviewed for United States (general) · April 2026
No compliance hints for this jurisdiction yet — your document looks good for the basics. Have a lawyer review before sending anything consequential.
About this template
Bereavement leave is a small policy with outsized cultural impact. People remember how their employer treated them at the worst moments. The right policy is short, kind, and clear about what's available without making people prove anything.
When to use it
- Publishing or updating your handbook.
- Standardizing how managers handle bereavement so it's consistent across the team.
- Operating in jurisdictions where statutory bereavement leave varies.
What to include
- Statutory entitlement for the relevant jurisdiction.
- Company top-up that's specific ("5 paid days") rather than vague ("reasonable time").
- A broad, modern definition of family.
- Notification process that's lightweight — don't require forms or documentation.
- Path to extend if more time is needed.
Frequently asked questions
Should we require a death certificate or obituary?
No. Demanding documentation in a moment of grief is the kind of policy that loses you employees. Trust people. The statistical incidence of fraudulent bereavement claims is essentially zero compared to the cost of the policy looking heartless.
What if the bereavement is from an unconventional family relationship?
Cover it. Modern definitions of family include chosen family, in-laws, step-relations, foster, and so on. The template intentionally uses inclusive language to avoid forcing people to argue about whether they qualify.
Legal disclaimer. Bereavement leave law is patchy and evolving. Some Canadian provinces and US states have expanded or are expanding entitlements (e.g. Quebec's 5 days, California's pending paid bereavement legislation). Check current law for each operating location.
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A simple, signable time-off request form covering vacation, sick, personal, and bereavement leave — with jurisdiction-aware entitlement notes.
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