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. Further leave is available but would normally be unpaid.
- 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).
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.
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.
If someone close to you is taken seriously ill, then you should take some time off to be with them.
This time will be tracked and paid on the same basis as if you were sick yourself (see your contract for details).
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.