Bereavement Leave in the UK: Your Rights in 2026
The UK has surprisingly limited statutory bereavement leave rights. For most deaths, there is no legal right to any paid time off at all. This guide sets out exactly what the law says, what most employers actually offer, and what you can do if your employer refuses to give you time to grieve.
Key takeaways
- + Only parents who lose a child under 18 have a statutory right to paid leave (2 weeks under Jack's Law)
- + For all other bereavements, there is no legal right to paid time off
- + Most employers voluntarily offer 3-5 days paid compassionate leave
- + All employees have a day-one right to reasonable unpaid time off for dependant emergencies
- + If your employer refuses, contact ACAS on 0300 123 1100 for free advice
For parents who lose a child
2 weeks
Statutory paid Parental Bereavement Leave. A day-one right for all employees.
For all other deaths
No statutory right
Most employers voluntarily offer 3-5 days paid compassionate leave.
Parental Bereavement Leave (Jack's Law)
Who it covers
Parental Bereavement Leave was introduced in April 2020 under Jack's Law, named after Jack Herd whose mother Lucy campaigned for the right after losing her son. It applies to parents (including adoptive parents, foster parents, and those with parental responsibility) who lose a child under the age of 18, or who suffer a stillbirth after 24 weeks of pregnancy.
What you are entitled to
Two weeks of paid leave per child lost. This is a day-one right, meaning there is no qualifying period of employment. The leave can be taken as one block of two weeks, or as two separate blocks of one week each, at any time within 56 weeks of the date of death. This flexibility allows parents to, for example, take one week immediately after the death and then a second week on the anniversary.
The pay rate
Statutory Parental Bereavement Pay is paid at the lower of £184.03 per week (the 2026 statutory rate) or 90% of average weekly earnings. To receive the statutory pay, employees must have at least 26 weeks of continuous service and meet the minimum earnings threshold. If you do not qualify for statutory pay, you still have the right to take the leave unpaid. Many employers pay full salary during the leave regardless.
How to notify your employer
You do not need to give any minimum notice period if you want to take leave immediately after the death. For leave taken later (in a subsequent block), you need to give at least one week's notice. You do not have to provide proof of the child's death to take the leave, though your employer may request evidence at a later stage.
Time off for dependants
Under the Employment Rights Act 1996, all employees (from day one) have the right to take a reasonable amount of unpaid time off to deal with an emergency involving a dependant. A dependant is defined as a spouse, civil partner, child, parent, or someone who relies on you for care (for example, an elderly neighbour who depends on you).
This right does not apply to friends, in-laws, aunts, uncles, cousins, or other non-dependants, unless they rely on you personally for care.
The time off is intended for immediate emergencies: to make funeral arrangements, deal with a bereavement that directly affects a dependant, or handle an unexpected situation. It is not intended for extended leave. What counts as "reasonable" depends on the circumstances and has not been defined in statute; in practice, a few days is typically accepted.
This leave is unpaid in law. Your employer may choose to pay you during this time, and many do.
What are you entitled to? A comparison
| Relationship | Legal entitlement | Typical employer policy |
|---|---|---|
| Child under 18 (or stillborn after 24 weeks) | 2 weeks paid Parental Bereavement Leave (from day one) | 2 weeks, often enhanced beyond the statutory minimum |
| Spouse or civil partner | No statutory entitlement to paid leave | 3-5 days paid compassionate leave in most organisations |
| Parent | No statutory entitlement to paid leave | 3-5 days paid compassionate leave in most organisations |
| Sibling | No statutory entitlement to paid leave | 1-3 days paid in most organisations |
| Grandparent | No statutory entitlement to paid leave | 1-2 days paid in most organisations |
| Close friend | No statutory entitlement whatsoever | Varies; many employers offer 1 day for the funeral |
| Miscarriage before 24 weeks | No statutory paid bereavement leave | Varies; some employers treat as sick leave or compassionate leave |
| Any dependant (emergency) | Reasonable unpaid time off under the Employment Rights Act 1996 | Usually absorbed into compassionate leave allowance |
What most employers actually offer
Compassionate leave (unpaid in law, usually paid in practice)
According to CIPD data, most UK employers offer between 3 and 5 days of paid compassionate leave for the death of an immediate family member (spouse, parent, child, sibling). This is entirely at the employer's discretion and is not required by law. Some organisations offer more for closer relationships and less for extended family. Check your employment contract or staff handbook.
Enhanced leave in the public sector
Many public sector employers (NHS, schools, local councils, civil service) have more generous policies, sometimes offering up to 10 days for the death of a close family member. Some have introduced enhanced policies following changes in understanding of grief and bereavement.
Miscarriage before 24 weeks
There is currently no statutory bereavement leave for pregnancy loss before 24 weeks. Many campaigners and employers are calling for change. Some progressive employers have introduced their own policies. If your employer has no policy, you can request sick leave (pregnancy-related sick leave should not be counted toward absence triggers), annual leave, or unpaid leave.
Self-employed people
Self-employed people have no entitlement to paid leave of any kind. If you are self-employed and your income is affected by a bereavement, you may be able to claim New Style ESA or Universal Credit depending on your circumstances. If you paid National Insurance and meet the qualifying conditions for Bereavement Support Payment (following the death of a spouse or civil partner), you can still claim this.
What to do if your employer refuses time off
Check your contract and staff handbook
Look for any compassionate leave, bereavement leave, or special leave policy. If the policy exists and your employer is not following it, they are in breach of your contract.
Make a written request
Email your manager or HR department to formally request the time off. Explain the relationship to the deceased and the dates you need. Having a written record is important if you need to escalate.
Request unpaid leave or annual leave
If your employer refuses paid compassionate leave, ask for the time as unpaid leave or annual leave. Most employers will grant this.
Contact ACAS
If your employer refuses all time off, contact ACAS on 0300 123 1100. ACAS provides free, confidential advice and can help you understand whether your employer is acting unlawfully. If you were refused Parental Bereavement Leave, this is a statutory right and your employer has no legal basis to refuse.
Raise a formal grievance
If the issue is not resolved informally, you have the right to raise a formal grievance. Your employer must follow a fair procedure. If you are dismissed or treated detrimentally for requesting Parental Bereavement Leave, this is automatically unfair dismissal.
What to say to your employer
You do not need to go into detail. A simple, factual email is fine. Here is an example:
Subject: Bereavement leave request
Dear [Name],
I am writing to let you know that my [relationship, e.g. father] passed away on [date]. I would like to request compassionate leave from [start date] to [end date] (X days) to attend to funeral arrangements and support my family.
Please let me know if you need any further information.
Kind regards,
[Your name]
Returning to work after bereavement
Phased return to work
If you are struggling to return to full-time work after a bereavement, you can request a phased return. This is not a legal right in the same way as flexible working, but most reasonable employers will accommodate it. A phased return might mean starting with reduced hours and gradually building back to your normal pattern. If your GP signs you off with stress or depression related to your bereavement, the period of sick leave can help create a more structured return.
Flexible working requests
From April 2024, all employees have the right to request flexible working from day one of employment. This could include reduced hours, different start and finish times, or working from home. You can make two flexible working requests in any 12-month period. Your employer does not have to agree but must consider the request seriously and respond within two months.
Bereavement counselling through work
Many employers offer access to an Employee Assistance Programme (EAP) which typically includes free, confidential counselling sessions. If your employer has one, it will be in your benefits documentation or staff handbook. You can access this without telling your manager why.
If you are an employer: best practice guidance
A clear, compassionate bereavement policy benefits both employees and the organisation. The CIPD recommends that employers:
- + Offer a minimum of 5 days paid leave for the death of an immediate family member, beyond any statutory minimum
- + Extend the definition of "family" to include close friends, chosen family, and cohabiting partners
- + Include pregnancy loss before 24 weeks in the bereavement policy
- + Allow flexible use of the leave (not necessarily in one consecutive block)
- + Offer a phased return to work with no questions asked
- + Train line managers to have sensitive conversations about bereavement
- + Signpost EAP counselling and bereavement support organisations
- + Review the policy annually and make sure it is easy to find in staff handbooks
Frequently asked questions
How long is bereavement leave in the UK?
There is no standard length. The only statutory right is 2 weeks of Parental Bereavement Leave for the loss of a child under 18. For all other bereavements, it depends entirely on your employer's policy. Most offer 3-5 days for immediate family members.
Is bereavement leave paid in the UK?
Parental Bereavement Leave is paid at £184.03 per week (or 90% of average earnings if lower). For all other bereavements, there is no legal right to paid leave. However, most employers choose to pay compassionate leave as a matter of policy.
Can my employer refuse bereavement leave?
Your employer cannot refuse Parental Bereavement Leave as it is a statutory right. For other bereavements, your employer can technically refuse paid leave, but they cannot refuse reasonable unpaid time off to deal with a dependant emergency under the Employment Rights Act 1996.
Do I get bereavement leave for a grandparent?
There is no statutory bereavement leave for grandparents. Most employers offer 1-2 days paid compassionate leave, but this is entirely at their discretion. Check your employment contract or staff handbook.
We know this is an incredibly difficult time
There is so much to think about, and it can feel overwhelming. We have put together a free checklist of everything that needs to be done, step by step, so you do not have to worry about forgetting anything. Take it at your own pace.
Completely free. No sign-up required. You can print it or save it as a PDF.
This guide is free forever
We created Help After Loss to make a difficult time a little easier. If this guide helped you, please consider sharing it with someone who might need it.
While you are off work: Use the time to notify organisations of the death. Our call scripts and template letters make this easier. See our cost breakdown so you know what to budget for.
Related guides
Who to Notify
Phone numbers, online forms, and step-by-step processes for every bank, utility, and insurer
Costs Breakdown
What everything costs and practical ways to reduce expenses
Step-by-Step Guide
Everything you need to do, in order, from the first 24 hours onwards
Bereavement Benefits
Every benefit you can claim, who qualifies, and how to apply
Need help with what to do next?
Our personalised guide covers every practical step after a bereavement, including letters, phone calls, legal requirements, and financial claims.
Get Your Personalised Guide