Bereavement and Compassionate Leave Policy

Loss of a close family member

If a staff member suffers the death of a close family member, then they receive:

• 1 week (5 working days, pro-rata) paid leave by default.
• 2 weeks (10 working days, pro-rata) if a parent loses a child under 18.
• A further week of paid leave, made available if asked for.
• If after that, they're not comfortable or ready for returning, that's discussed case by case.
• There won't be a formal return to work policy in the case of bereavement - allowing people to do what works for them.
• If you return to work, and find that it's too soon and you're not ready - that's ok, and further leave can be discussed with your line manager.

Taking leave after bereavement isn't compulsory, but taking at least 1 week is recommended for a myriad of reasons (if you feel unaffected, that's usually a sign you are).

Who counts as close family?

By default: parents, partners (whether married or not), brothers, sisters, and children. A miscarriage is also the loss of a close family member.

However the company aims to be understanding around other cases. What matters is the person's emotional relationship with the deceased. The loss of a very close friend can cause as much grief. Line managers should handle each case with consideration and empathy.

Loss of a relative or friend

If a staff member loses any relative (including an in-law) or a friend, they can have a day off as paid leave to attend the funeral.

Contractors

For contractors, we aim to be understanding and considerate. This is handled on a case-by-case basis. It could include:

• Paying something towards a week of paid time-off.
• Being understanding about shifting a deadline.