Sometimes life takes us to unexpected turns. Among them, losing someone close to our heart—a parent, spouse, child, or close friend—is the worst turn of all. At such times, it feels like life has paused on this painful turn. But deadlines, meetings, and professional responsibilities never stop. They need your attention even around your personal obligations. Although it may sound harsh, this is the truth of the world. In these tough situations, bereavement leave is a company’s most empathetic policy.
In this blog, we’ll specifically cover the exact bereavement leave meaning, the typical duration offered, the proof requirement, and what to do if your company doesn’t have a formal policy. We’ll also provide practical guidance on how to request this time off, including how to write a clear and effective leave application in case of bereavement. Let’s dive in.
What is Bereavement Leave?
Bereavement leave also means “mourning leave.”
In simple terms, bereavement leave is paid time off given to those employees whose close family member (mother, father, brother, sister, spouse, or children) dies to fulfil their obligations. This is like a concession offs given to an employee in such a painful time so that he can take care of the last rites, rituals, and family.
Some main points:
- Such leave is not a compulsory leave type.
- This leave is usually for 3 to 5 days (depends on company policy).
- It is also called “Compassionate Leave” in some countries.
- Whether the employee gets a salary or not for such leave depends on the company’s policy.
Bereavement Leave Policy in India
In India, there is NO separate law relating to bereavement leave.
This means that companies have the right to decide whether to provide such leave. They are independent in deciding whether to give paid time off or not and how long it could be. Often, companies include grievance leave in their employee benefits or wellness plans. Every company has different policies according to its comfort. Some established companies in India provide 1 to 5 days of bereavement leave. For instance
- Indian Railways
- Cipla
- Infosys
- Tata Consultancy Services (TCS)
Importance of Bereavement Leave
Although bereavement leave is not mandatory under Indian labour laws, it makes sense to offer it. Why? Read on to find out why.
Importance of Bereavement Leave for Employers
Sympathy is shown towards the employee
By granting such leave, the company gives the message that it values not only work but also the feelings of the employees.
Employee Loyalty and Retention Increases
When an employee gets support in times of need, he gets emotionally attached to the company and stays connected for a long time.
Quality of work is not affected
Forcing someone to come to work during such a grief situation can reduce productivity. But if the employee is given leave, he or she gets time to recover. It leads to undisturbed productivity when returned.
Creates a positive work environment
Such policies make the workplace culture human-friendly. As a result, this increases the sense of cooperation and understanding in the entire organisation.
Improves company image
Policies like bereavement leave create an identity of a sensitive and caring company, which also helps in improving the company’s image.
Importance of Bereavement Leave for Employees
Time to grieve
After the death of a loved one, it is very important to get time to recover mentally and emotionally. Therefore, this leave gives employees space to grieve in person and heal without the stress of work.
Time to make funeral preparations
Sometimes employees have to spend time for funerals, paperwork, or rituals. Such leave specifically gives them time for these important tasks as such obligations require employees’ physical presence and attention.
Time to recover emotionally
Some people do not recover quickly from such a shock. They need a few extra days so that they can return to work mentally strong.
Maintains a balance between work and personal life
Bereavement leave comforts employees to carry out their responsibilities without any pressure while spending time with their families in need.
How to Ask for Bereavement Leave
You understand that along with your personal obligations, you have professional responsibilities too. So we mention 5 ways to help you ask for such leave.
1. Inform HR manager ASAP
When a loved one dies, it’s a shocking and emotional moment. But along with personal, you have professional obligations too. Therefore, as soon as you get such information, inform your HR manager in any way possible, whether it’s verbal, by call, or by chat. This is because your HR starts immediately to take care of your work in your absence.
2. Use HRMS or Leave Management System
If your company utilises HRMS (like NYGGS HR) or any leave portal, you should request the bereavement leave, mentioning the proper reason. Consequently, this makes
- Formal record for leave.
- The portal informs everyone in your team to distribute your work in your absence.
- No mistakes in payroll.
NYGGS HRMS Software automates leave requests, time shifts, vacations, and payslip generation.
3. Submit the required documents (if asked for)
Some companies may ask for a death certificate, obituary, or travel documents. If so, submit the documents on time so that there is no delay in the leave.
4. Coordinate your work
If there is any urgent work to be done in your absence, inform a co-worker in advance or assign them the assignment so that office work is not disrupted.
5. Write an official leave application
You should write a short and polite letter or email to HR or the manager. Below, you get the information on writing such leave.
Bereavement Leave Application
When you write an application for such leave, it should be a balance of both sensitivity and professionalism. It should include the following:
- Who has passed away (e.g., grandparents, father, etc.)?
- For how many days of leave do you intend to apply?
- Give specific starting and end dates of leave as well as a clear return date.
- If possible, mention the place of funeral or other information (optional).
Standard Format for Bereavement Leave
Bereavement Leave Application Sample
Tips on Bereavement Leave Application/Email Writing:
- If sending email, write a direct subject line like “Bereavement Leave Request” or “Leave Due to Death in Family.”
- If there is an HRMS system (like NYGGS), then apply on the portal along with writing an application/email.
- Not too long or emotional—the application/email should be polite and clear.
FAQs
Q. Are bereavement leaves paid?
Mostly companies provide paid bereavement leave, but it completely depends on their leave policy. There are some companies that provide unpaid leave too. However, such leave policy is seen as the most empathetic policy that creates long-lasting relations between employees and employers.
Q. How long is bereavement leave?
The usual length of bereavement leave is 3 to 5 days, but some companies offer more, like for 7 or 10 days. This depends on your relation with the deceased one and company policy.
Q. What family members are considered for bereavement leave?
Usually companies put relations like mother, father, spouse, children, sister, brother, grandparents, or even in-law parents in some companies.
Q. Is there any Indian law regulating bereavement leave?
No, India does not have special laws regarding such leave. Hence, this completely depends on the companies to make such a leave policy.
Q. Do you have to show proof for bereavement?
Yes, because some companies ask for a death certificate or travel documents as proof, but not all.
Q. What if my company does not offer bereavement leave?
In this case, you can use your casual leave or earned leave. You can also request leave from your manager in person, telling them the situation.
Q. Are bereavement leave and compassionate leave different?
Both are slightly different:
- Bereavement leave is given after the death of an immediate family member.
- Compassionate leave is given apart from death in case of any serious family reason (like someone’s serious illness).
Q. Can I extend my bereavement leave if needed?
Yes, if the company’s policy is flexible or you get special approval, you can get an extension. Additionally, you will have to talk to HR.