5. Bereavement Leave

5.1 The University recognises the sensitive and often very distressing nature of bereavement, and will endeavour to support members of staff 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 a part-time member of staff). 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 members of staff).  This entitlement includes time required to attend the funeral (except where the member of staff is responsible for organising the funeral in which case additional time off may be granted).    

• A member of staff who need only attend the funeral of a relative or close friend/colleague will normally be granted up to 1 days’ paid leave.

• Where the member of staff 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 member of staff’s relationship with the deceased.

5.4 Returning to work following a period of bereavement leave

• Where a member of staff is experiencing difficulties following a bereavement, they may benefit from self or management referral to the University’s Occupational Health Unit, or may wish to access the Staff Counselling Service.

• Members of staff 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

Members of staff 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.

• Bereavement leave should be recorded through Manager Self Service.