5. Bereavement Leave

5.1 The University recognises the sensitive and often very distressing nature of bereavement, and will endeavour to support colleagues affected by allowing a reasonable time off work to deal with such situations.

5.2 This policy is designed to provide guidance on leave which may be granted following the death of an immediate family member or close relative.

5.3 Length of bereavement leave

As the circumstances, nature of relationships and required observances of different religions can vary in relation to bereavement, it is difficult to be definitive in terms of the actual leave which will be granted in every situation.  The information below provides generic guidance on leave entitlement which will typically be granted following a bereavement:

  • In the event of the death of an immediate family member i.e. a spouse, civil partner, partner (including same sex partners), parent/stepparent, child/stepchild or sibling, the member of staff will be granted up to 5 days’ paid time off (pro rated for part-time colleagues). This entitlement includes time required to attend the funeral.  
  • In the event of the death of a close relative not listed above i.e. grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle or grandchild, the member of staff will be granted up to  2 days’ paid time off (pro-rated for part-time colleagues).  This entitlement includes time required to attend the funeral (except where the colleague is responsible for organising the funeral in which case additional time off may be granted).    
  • Colleagues who need only attend the funeral of a relative or close friend/colleague will normally be granted up to 1 days’ paid leave.
  • If the colleague has to travel a long distance to attend/arrange the funeral then, depending on circumstances, 1 further days’ paid leave may be granted.

This guidance is not meant to limit the line manager's discretion as each request for leave will need to be judged on the circumstances of the case and the nature of the colleagues relationship with the deceased.

5.4 Returning to work following a period of bereavement leave

  • Where a colleague is experiencing difficulties following a bereavement, they may benefit from self or management referral to the University’s Employee Assistance Program or from the Health and Wellbeing Hub (a safe online community offering 24/7 mental health support).
  • Colleagues who are unable to return to work following bereavement leave should discuss with their line manager taking any further period of absence as either annual leave, unpaid leave or sick leave (if the latter, the standard procedures for Sickness Absence should be followed). 

5.5 Employee Responsibilities

Colleagues should inform their line manager at the earliest opportunity of their need to take bereavement leave, specifying the purpose of the leave.

5.6 Manager Responsibilities

  • Line managers should ensure that all requests to take time off due to a bereavement are dealt with in a sympathetic, considerate and timely manner.