How much bereavement leave am I legally entitled to in the UK?

It depends on your circumstances. If you lose a child under 18, or experience a stillbirth after 24 weeks, you're entitled to two weeks' statutory parental bereavement leave under Jack's Law — with pay if you have 26 weeks' service. For any other bereavement, there is no statutory paid leave entitlement: you're entitled to a 'reasonable' amount of unpaid time off to deal with practical arrangements under the Employment Rights Act 1996. Everything beyond that depends on your employer's policy. Always check your contract and staff handbook first.

Can I be disciplined or dismissed for taking time off for bereavement?

You cannot be dismissed or disciplined for taking leave you're legally entitled to — including statutory parental bereavement leave or reasonable time off under the Employment Rights Act. If your employer takes any adverse action against you for exercising these rights, this may constitute automatic unfair dismissal. If grief is affecting your ability to work longer-term, speak to your GP about a fit note, which provides formal protection. ACAS (0300 123 1100) can advise if you believe you're being treated unfairly.

What if my employer doesn't have a bereavement policy?

If your employer has no written bereavement policy, you're still entitled to the statutory protections described above. In the absence of a policy, approach your manager or HR and explain your situation. Put any requests in writing and keep a copy. ACAS guidance makes clear that even without a formal policy, employers are expected to treat bereaved employees compassionately and reasonably. If you cannot reach agreement, ACAS offers free conciliation and advice.

Can I return to work part-time while I'm grieving?

Yes. A phased return to work — starting with reduced hours or days and increasing gradually — is considered best practice by ACAS and occupational health professionals. You can request this from your employer as part of a return-to-work plan. Put the request in writing, agree the terms (how many hours, for how long, how it will be reviewed), and keep a copy. Your employer is not legally obliged to agree a phased return, but a reasonable employer should accommodate it wherever possible.

I'm self-employed — do I have any rights to bereavement leave?

Unfortunately, the statutory bereavement provisions — including Jack's Law and the right to time off for dependants — apply only to employees, not the self-employed or those on zero-hours contracts. If you're self-employed, you have no legal entitlement to bereavement leave or pay. Your options are to pause work where possible, communicate with clients about delays, and check any income protection insurance you may hold. ACAS can help clarify your employment status if you're unsure which category applies to you.

My grief is affecting my concentration and work quality. What should I do?

This is extremely common — grief affects memory, concentration, and decision-making, sometimes for many months. The most important thing is to be proactive rather than wait for a performance concern to be raised. Have an honest conversation with your manager, request any adjustments in writing, and ask to be referred to occupational health if your employer has that service. Your GP can issue a fit note if grief is significantly impacting your ability to work, providing formal protection from performance management proceedings.

Does bereavement leave apply to miscarriage or pregnancy loss?

Jack's Law covers stillbirths after 24 weeks of pregnancy. For pregnancy loss before 24 weeks — including miscarriage — there is no separate statutory bereavement leave entitlement, though from April 2025 new provisions have been introduced in England, Scotland and Wales offering a period of leave following pregnancy loss. The details vary, so check with your HR team. The Miscarriage Association (miscarriageassociation.org.uk) also offers workplace guidance and support for anyone navigating this extremely difficult loss.

How can I support a bereaved colleague at work?

The most important thing is to acknowledge the loss — silence, however well-intentioned, can feel like indifference. A brief, genuine message is far better than saying nothing. When they return, follow their lead: if they want to talk, listen; if they prefer to focus on work, respect that. Don't assume they're fine after the first week. Grief can be unpredictable for months. Practical gestures — covering a meeting, taking a task off their plate — often mean more than words. If you're a manager, consider a phased return, regular check-ins, and reminding them of your organisation's Employee Assistance Programme.

Grief at Work: Your Rights, Options and How to Cope (2026)

Everything you need to know about bereavement at work in the UK — your legal rights, what good employers offer, how to return after loss, and where to find support when grief follows you to work.

Grief doesn't clock out when you do. Whether you've lost a parent, a partner, a child, or a close friend, bereavement touches every part of your life — including your working one. Yet according to research by the charity Sue Ryder, nearly two thirds of bereaved employees feel they don't receive adequate support from their employer. Many return to their desks feeling unsupported, unsure of their rights, or quietly guilty for struggling to concentrate.

This guide is here to change that. Below you'll find everything you need to know about bereavement at work in the UK: your legal entitlements, what good employers offer beyond the legal minimum, how to have the conversation with your manager, how to navigate returning to work after bereavement, and practical strategies for coping when grief at work becomes overwhelming. We've also included guidance for managers, and a directory of organisations that can help.

If you're currently dealing with the practical side of a death — registering it, arranging a funeral, or understanding costs — our /find-a-funeral-director/ tool can connect you with a trusted, NAFD-accredited funeral director near you.

Your Legal Rights: What the Law Guarantees

UK law currently provides relatively limited statutory bereavement leave for most employees. Understanding exactly what you're entitled to — and where your employer's generosity (or lack of it) begins — is an important first step.

Time Off for Dependants

Under the Employment Rights Act 1996, all employees (regardless of how long they've worked for their employer) have the right to a reasonable amount of unpaid time off to deal with an emergency involving a dependant. This includes making arrangements following the death of a dependant — such as a spouse, partner, child, parent, or someone who relies on you for care.

This right covers practical matters: registering the death, making funeral arrangements, and managing urgent family responsibilities. The law does not specify an exact number of days; "reasonable" is left to interpretation. In practice, one to two days is a commonly accepted baseline, though a compassionate employer will allow more. Unless your employer has a more generous policy, this time is typically unpaid.

The official GOV.UK guidance on time off for dependants is a useful reference if you need to point your employer to an authoritative source.

Jack's Law: Parental Bereavement Leave

One of the most significant pieces of bereavement legislation in recent years is Jack's Law (the Parental Bereavement (Leave and Pay) Act 2018), which came into force in April 2020. Named after Jack Herd, whose mother Lucy campaigned tirelessly after losing him, the Act gives employed parents a statutory right to:

Two weeks' leave following the death of a child under the age of 18, or a stillbirth after 24 weeks of pregnancy
Leave taken as a single two-week block, or as two separate one-week blocks
Leave used within 56 weeks of the child's death
Statutory Parental Bereavement Pay (SPBP) for employees with 26 or more weeks' continuous service — in 2026 this stands at £187.18 per week or 90% of average weekly earnings, whichever is lower

Jack's Law is a vital and hard-won protection, but it remains a minimum. Many parents find two weeks is nowhere near sufficient, and it's worth asking your employer about any enhanced policy on top of this statutory entitlement.

What About Other Bereavements?

There is currently no statutory right to paid bereavement leave for losses other than a child — covering deaths of spouses, parents, siblings, grandparents, or close friends. In England, Scotland, and Wales, your entitlement in these circumstances depends entirely on your employment contract and your employer's own bereavement or compassionate leave policy.

Scotland has introduced its own provisions mirroring the UK-wide Jack's Law framework, while Wales and England follow the same statutory baseline. If your employment contract is silent on bereavement leave, you are not without recourse — but you may need to negotiate, or take annual leave or unpaid leave to cover additional time away.

A Note for Self-Employed and Zero-Hours Workers

It's important to acknowledge that the statutory protections described above apply to employees — not the self-employed, freelancers, or those on zero-hours contracts. If you work in any of these arrangements, you have no legal entitlement to bereavement leave or pay. This affects a significant portion of the UK workforce and can make grief at work even harder to navigate.

If you're self-employed, your options may include pausing work where possible, communicating openly with clients about delays, and leaning on professional indemnity insurance or income protection policies if you have them. Freelancers operating through agencies should check their contract for any compassionate leave provisions. The ACAS helpline (0300 123 1100) can offer guidance on employment status and your specific rights.

What Good Employers Offer: Beyond the Legal Minimum

While the law sets a low floor, many organisations — particularly larger employers — go significantly further. The Chartered Institute of Personnel and Development (CIPD), which sets professional standards for UK HR practice, recommends that employers treat bereavement leave as a wellbeing issue, not merely an administrative one. Their guidance encourages:

A minimum of five to ten days' paid leave for the death of a close family member, with flexibility to extend
A designated, trained point of contact for bereaved employees — ideally a line manager with bereavement awareness training
A phased return to work rather than an expectation of immediate full-time resumption
Regular check-ins in the weeks and months after a return — grief does not resolve after the first week back
Access to an Employee Assistance Programme (EAP) offering confidential counselling

In practice, what UK employers commonly offer in 2026 includes:

3–5 days' paid compassionate leave for the death of an immediate family member (spouse, partner, child, sibling, parent)
1–3 days for the death of a grandparent, in-law, or close friend
The option to take additional unpaid leave, or use annual leave entitlement
Flexible or hybrid working arrangements in the weeks following a return
Referral to occupational health or a counselling service

Your first step should always be to check your employment contract and staff handbook. If nothing is written down, ask your HR department directly — in writing if possible, so you have a record. ACAS notes that where no policy exists, you should still be entitled to a compassionate conversation and reasonable accommodation.

Secondary and Often-Overlooked Losses

Not every grief that affects your work will be immediately visible to an employer — or even, sometimes, to yourself. Progressive employers are increasingly recognising a range of losses that fall outside traditional bereavement policies:

Pregnancy loss before 24 weeks — miscarriage and early pregnancy loss are devastating, but fall outside the protection of Jack's Law. From April 2025, employees in England, Scotland, and Wales are entitled to a period of leave following pregnancy loss, though policy implementation varies by employer. Check with your HR team about what applies to you.
Loss of a pet — widely dismissed, yet for many people (particularly those who live alone or have mental health conditions) the loss of a pet can be genuinely destabilising. Some forward-thinking employers now include this in compassionate leave policies.
Loss of a colleague — the death of someone you worked alongside, particularly suddenly or traumatically, can trigger significant grief responses, yet rarely attracts formal bereavement support. If you're struggling after a workplace bereavement, you have every right to ask for support.
Loss of a friend — close friendships rarely appear in formal bereavement policies, yet for many people a best friend is as important as any family member. If your employer's policy doesn't cover this, it's worth having a compassionate conversation rather than suffering in silence.

Telling Your Employer

There's no single right way to communicate a bereavement to work, but here are practical steps to make it a little easier:

Contact your manager or HR as soon as you feel able to. A brief phone call, text, or email is perfectly acceptable. You do not need to explain everything at once or give details you're not ready to share.
Ask what your company's bereavement policy is. Most HR teams will walk you through this compassionately. If you're not in a position to make this call yourself, ask a trusted person to do it on your behalf.
Clarify your leave entitlement — paid or unpaid — and whether any documentation such as a death certificate will be required. Most employers will not ask for proof immediately, and a compassionate employer should not press for it during the initial days of grief.
Agree a point of contact — a nominated colleague who can handle urgent matters while you're away, so you're not tethered to your inbox at one of the hardest times of your life.
Discuss a rough return date, and make clear it may need to flex. You are not obliged to commit to a firm date while you're in the acute stages of grief. A good employer will understand this.

Telling Your Colleagues

You are under no obligation to tell colleagues anything beyond the fact that you've been away due to a bereavement. However, many people find it helpful — and less emotionally exhausting — to have a trusted colleague or manager share the news before they return. This avoids having to repeat yourself to each person individually, and prevents the particular awkwardness of a colleague not knowing and asking casually how things have been.

You might ask your manager or a close colleague to send a brief, factual message to your team. You can specify exactly how much or how little information you're comfortable sharing. Something as simple as: "[Name] has been away following a bereavement. They're returning on [date]. Please be thoughtful — they may find it difficult to discuss details."

You are also entirely within your rights to set a boundary on your first day back: a short note to your team saying you'd prefer not to discuss the loss in detail, but that you appreciate their kindness, can spare you a great deal of emotional energy.

Returning to Work After Bereavement

The return to work is, for many bereaved people, one of the hardest transitions of the entire experience. The structure of work can be genuinely helpful — it provides routine, purpose, and human contact — but it can also feel jarring, even cruel, when the world looks the same as it did before while you have changed entirely.

When Should You Go Back?

There is no medically correct answer. Some people find that returning quickly helps them cope; others need more time before they can function professionally. What matters is that the decision is yours, made in dialogue with your employer — not driven purely by the limits of your leave entitlement.

If you feel unready to return at the end of your bereavement leave, speak to your GP. Grief can be certified as a reason for sick leave under a fit note, and your employer cannot compel you to return while you are signed off. Do not feel that taking sick leave for grief is somehow dishonest — it is a legitimate and often necessary step.

Phased Returns and Reasonable Adjustments

You have the right to request a phased return to work — typically starting with reduced hours or days and building back up over an agreed period. This is recognised in ACAS guidance and by occupational health professionals as best practice following any significant absence, including bereavement.

Reasonable adjustments you might request include:

Reduced hours for the first few weeks
Temporarily working from home on days that feel particularly difficult
A lighter workload or a temporary removal of high-pressure deadlines
Permission to step away briefly when grief becomes overwhelming (a short walk, quiet room)
Being excused from certain tasks — for example, a bereaved parent may not wish to work on projects involving children for a period
Adjustments to meetings — particularly large, high-pressure ones — while you're still finding your footing

Put your requests in writing to HR or your line manager, and keep a copy. This protects you both and creates a clear record of agreed accommodations.

What to Say on Your First Day Back

You don't need a script, but having a few phrases ready can help. Some people find it easier to acknowledge the elephant in the room briefly — "Thank you for your messages, I'm taking things one day at a time" — rather than having every conversation drift into a full discussion of the loss. It's also completely acceptable to say: "I'd rather focus on work today if that's okay — I appreciate your support."

Colleagues generally mean well but may be unsure what to say. A brief, warm acknowledgement that you've received their messages and that you're finding your feet usually puts everyone at ease without requiring you to spend the day reliving the loss.

Grief Triggers at Work

One of the things that surprises many bereaved employees — and their managers — is how unpredictable grief can be weeks or months after a loss. You may feel fine during a morning meeting, then be unexpectedly undone by an email that uses a phrase your loved one used, a song playing in the office kitchen, or a colleague's good news that somehow brings your own loss into sharp relief.

These are grief triggers, and they are entirely normal. Common workplace triggers include:

Significant dates — birthdays, anniversaries, the date of the death, Christmas, Mother's Day
News of a colleague's similar loss
Routine tasks you shared with the person who died (if they were a colleague or work contact)
Being asked "how are you?" unexpectedly and kindly
Anything that would previously have prompted you to text or call the person who is gone

If you know a significant date is approaching, it may be worth flagging it to your manager in advance so they're aware you might need extra flexibility or support around that time.

When Grief Affects Your Performance

It is almost inevitable that grief will affect your concentration, memory, decision-making, and energy levels — sometimes significantly, and often for longer than you or your employer expect. Research consistently shows that grief-related cognitive impairment (sometimes called "grief brain") can persist for months.

If your work is suffering, don't suffer in silence. Here's how to protect yourself:

Be proactive with your manager. A brief, honest conversation — "I'm finding my concentration is affected at the moment and I want to flag it rather than let things slip" — is far better than waiting for a performance concern to be raised about you.
Document any adjustments you've agreed. If your employer has agreed a reduced workload or extended deadlines, make sure this is in writing. If things are then not going well and a manager raises performance concerns, you have a record of what was agreed.
Know your rights around performance management. Under ACAS guidelines, a reasonable employer should take bereavement into account before initiating any formal performance management process. If you feel your employer is not doing so, this may constitute a failure of duty of care.
Seek occupational health support. If your employer has an occupational health service, ask to be referred. An occupational health report can provide professional backing for any adjustments you need and adds credibility if there is ever a dispute.
Consider your GP. A GP can issue a fit note if grief is significantly affecting your ability to work, providing formal protection from both absence management and performance proceedings.
Keep records. If you feel your employer is being unreasonable — ignoring agreed adjustments, pressuring you to return, or initiating disciplinary action without considering your bereavement — keep a written record of every conversation. You may need this if you pursue a formal complaint or, in serious cases, an employment tribunal claim.

If workplace disputes arise and you cannot resolve them informally, ACAS offers free, impartial conciliation and guidance. Their helpline (0300 123 1100) is available Monday to Friday.

Employee Assistance Programmes (EAPs)

If your employer offers an Employee Assistance Programme, use it. EAPs are confidential, free-to-you services that typically offer:

Short-term counselling (usually 6–8 sessions) with a qualified therapist
24-hour telephone support lines
Legal and financial helplines (useful if you're dealing with probate or estate administration alongside working)
Online resources and guided self-help tools

EAP counselling is entirely confidential — your employer does not receive any information about what you discuss. Many employees are unaware their company offers this service, or feel reluctant to use it. It is one of the most underused and genuinely valuable workplace benefits available to bereaved employees.

Ask your HR team or check your staff intranet for details of your EAP provider.

Asking for Ongoing Support: A Practical Guide

Grief is not linear, and the support you need in week one will likely be different from what you need in month three or month six. Don't assume that because adjustments were made initially, they will continue — and don't assume they can't be renewed if your needs change.

It's reasonable to return to your manager or HR to say: "I wanted to check in — I'm finding [specific aspect of work] quite challenging at the moment and wondered if we could revisit the adjustments we discussed."

You are not being a burden. You are doing exactly what a good employer's support framework is designed for.

Guidance for Managers: Supporting a Grieving Colleague

If you're a manager reading this guide — perhaps because a member of your team has been bereaved — here's what good support looks like in practice, benchmarked against CIPD and ACAS guidance:

Immediately After the Bereavement

Make contact quickly, but keep it brief and warm. A short message acknowledging the loss and assuring them that work is covered is far better than silence. Don't wait for them to contact you.
Don't ask for anything work-related in the first message. No questions about handovers, deadlines, or return dates. That can wait.
Communicate the bereavement to the team (with the employee's permission) so they don't have to do it themselves on their return.

Planning the Return

Have a return-to-work conversation before their first day back — ideally by phone or video, not on the day itself. Discuss what support they need, what workload looks like, and whether any adjustments would help.
Don't assume they're fine because they say they're fine. Many bereaved people mask their distress to appear professional. Schedule regular informal check-ins for the first few months.
Offer flexibility as standard. Phased returns, adjusted hours, or the option to work from home on difficult days are low-cost, high-impact gestures of support.

In the Months That Follow

Acknowledge significant dates. A brief, private acknowledgement of a birthday or the anniversary of a death costs nothing and means a great deal.
Don't conflate grief with poor performance. If work quality is suffering, approach the conversation with compassion and curiosity — not a performance improvement plan.
Signpost to support. Remind them of the EAP, occupational health, and any counselling services the organisation offers.
Seek your own support if needed. Supporting a grieving colleague can be emotionally demanding. Many organisations offer supervision or peer support for managers in this position.

The CIPD's Supporting Bereavement in the Workplace guide is an excellent resource for managers and HR professionals wanting to go further.

Where to Get Further Help

You don't have to navigate grief — at work or at home — alone. The following organisations offer free, expert support:

Cruse Bereavement Care — the UK's leading bereavement charity, offering free counselling, helplines, and online resources. Helpline: 0808 808 1677 | cruse.org.uk
Sue Ryder — online bereavement support, including counselling and a community of people who understand loss. sueryder.org
Winston's Wish — specialist support for bereaved children and their families, and guidance for employers whose staff have bereaved children at home. winstonswish.org
The Lullaby Trust — for families bereaved by sudden infant death. lullabytrust.org.uk
Miscarriage Association — support following pregnancy loss, including workplace guidance. miscarriageassociation.org.uk
ACAS — free, impartial guidance on employment rights, bereavement leave disputes, and workplace adjustments. Helpline: 0300 123 1100 | acas.org.uk
GOV.UK — official guidance on time off for dependants, parental bereavement leave, and fit notes. gov.uk/time-off-for-dependants

If you're also dealing with the practical and financial side of a death — arranging a funeral, understanding costs, or finding a funeral director you can trust — our /funeral-cost-calculator/ can help you understand what to expect, and our /find-a-funeral-director/ directory connects you with NAFD-accredited funeral directors who are independently monitored and bound by a strict Code of Practice.

This guide was produced by the National Association of Funeral Directors (NAFD), the UK's largest professional body for funeral directors. NAFD members are committed to the highest standards of care — not just at the point of death, but in supporting families through every aspect of bereavement, including the return to everyday life.