{"id":663,"date":"2014-10-16T15:48:09","date_gmt":"2014-10-16T15:48:09","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=663"},"modified":"2014-10-16T15:48:09","modified_gmt":"2014-10-16T15:48:09","slug":"paid-to-grieve-or-not-paid-to-grieve-what-does-the-law-say","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/paid-to-grieve-or-not-paid-to-grieve-what-does-the-law-say\/","title":{"rendered":"Paid to grieve or not paid to grieve? What does the law say?"},"content":{"rendered":"<p style=\"text-align: justify;\"><b><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-1295\" src=\"https:\/\/www.tayloremmet.co.uk\/blogsite\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-150x150.jpg 150w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>An employee\u2019s absence from the workplace is generally not a welcome prospect for employers because of the inevitable disruption that it causes both in terms of business continuity and the extra pressure on other staff members. However, bereavement leave is one type of leave which no employee really wants to have to take and it is the one occasion where even the meanest of employers is likely to show generosity towards its employees. <\/b><\/p>\n<p style=\"text-align: justify;\">Whilst most employers are extremely sympathetic towards an employee who needs to take bereavement leave, very few know what their actual obligations are and likewise, there are few employees who know what their entitlements are. This is not surprising given that most employees are only interested in what their bereavement leave entitlement is in the unfortunate event that it is actually needed. If you are one of them, the summary below should be of use.<\/p>\n<p style=\"text-align: justify;\">As a starting point, the law states that employees are entitled to <i>\u201ca reasonable amount of time away from work in order to take action which is necessary in consequence of the death of a dependant\u201d. <\/i>A dependant for this purpose includes an employee\u2019s spouse, civil partner, child or parent (but not grandparent), or a person who lives in the same household as the employee (excluding tenants, lodgers, boarders and employees). This right is subject to the employee having informed their employer about the reason for their absence as soon as reasonably practicable and saying how long they expect to be absent.<\/p>\n<p style=\"text-align: justify;\">Interestingly, the law does not define what is regarded as a reasonable amount of time off and this time away from work does not have to be paid. The right is also limited to the taking time that is <b>\u201cnecessary to take action\u201d<\/b> following the death of a dependant rather than allowing any time to actually grieve. It also does not deal with the event of the death of a very close friend.<\/p>\n<p style=\"text-align: justify;\">From a strictly legal perspective then, the rights of an employee are extremely limited and seemingly only afford employees the right to take unpaid leave to arrange a funeral for someone who was actually dependant upon them in some way \u2013 a pretty limited right.<\/p>\n<p style=\"text-align: justify;\">Of course, the death of any close friend or relative, or indeed anyone who is perhaps not such a close acquaintance will effect different people in different ways and inevitably an employee\u2019s work will be affected by their psychological state. Not allowing an employee time to deal with the situation could also lead to further, more prolonged sickness absence, particularly with the development of depression or post-traumatic stress disorder. It is for this reason that employers generally offer employees a limited period of paid bereavement leave to afford them time to focus on and deal with the unfortunate circumstances they find themselves in and they tend to be very flexible in their approach, taking into account the employee\u2019s preferences. This often also covers \u201cbefore death\u201d situations including where a close friend or relative has been diagnosed with an incurable illness when paid compassionate leave is often granted.<\/p>\n<p style=\"text-align: justify;\">Most employers deal with cases on a case by case basis and will tend to use their discretion taking into account all of the circumstances. However this is not entirely without risk and at all times, employers should bear in mind the need to act reasonably and their obligation to not discriminate against particular groups of employees. It is also worth remembering that even with an unspoken, discretionary approach, it is not impossible that custom and practice can create definite contractual entitlements.<\/p>\n<p style=\"text-align: justify;\">To help manage expectations and avoid an unwelcome precedent developing, one option is for employers to have a written bereavement policy which includes guidelines about how the company will deal with particular situations. Whilst it is recommend that such a policy is worded flexibly, it is also important for employers to ensure that in practice, it is implemented fairly and without discrimination.<\/p>\n<p style=\"text-align: justify;\">ACAS has recently published a good practice guide to managing bereavement in the workplace which can be accessed by clicking <a href=\"https:\/\/www.acas.org.uk\/media\/pdf\/0\/m\/Managing-bereavement-in-the-workplace-a-good-practice-guide.pdf\">here<\/a>. Whilst this doesn\u2019t include anything of a ground breaking nature, it does include some helpful practical guidance which will be of use to people managers when dealing with bereavement issues. It also includes an example bereavement policy which is a useful starting point for employers who do not have such a policy in place.<\/p>\n<p style=\"text-align: justify;\">Campaigners have recently been pressing for laws to be made affording employees the right to a minimum level of paid bereavement leave. Whether the government will agree to place a further financial burden on employers remains to be seen and in the meantime, the entitlement to paid bereavement leave is ultimately depends on the generosity of the employer.<\/p>\n<p style=\"text-align: justify;\">\n","protected":false},"excerpt":{"rendered":"<p>An employee\u2019s absence from the workplace is generally not a welcome prospect for employers because of the inevitable disruption that it causes both in terms of business continuity and the extra pressure on other staff members. However, bereavement leave is one type of leave which no employee really wants to [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1295,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15],"tags":[142,143,7],"class_list":["post-663","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-bereavement-leave","tag-compassionate-leave","tag-employment-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Paid to grieve or not paid to grieve? 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