What happens when life suddenly stops for someone on your team?
Imagine opening your inbox to a message no manager ever wants to receive: “My father passed away last night. I’ll need some time off.”
Grief doesn’t follow a schedule, and neither does life. But as an HR professional, you can provide structure, clarity, and compassion during some of the most difficult moments in your employees’ lives. That’s where bereavement leave comes in.
In this article, we’ll walk you through what bereavement leave is, how it works, if it’s paid, who qualifies, and—most importantly—how your HR policies can make a real difference.
What Is Bereavement Leave?
Bereavement leave, sometimes referred to as funeral leave, is time off given to employees when a loved one dies. This leave allows individuals to process their grief, attend the funeral, handle family matters, or simply take a break from work during an emotionally overwhelming time.
It’s one of those benefits that isn’t talked about often—until you need it.
Is Bereavement Leave Paid in the U.S.?
This is one of the most common questions: Is bereavement leave paid?
The answer? It depends.
There’s no federal law in the United States that requires employers to offer paid bereavement leave. However, many companies do offer paid time off as part of their internal policies or broader PTO programs.
Some states, like Oregon, have specific laws in place. But in most cases, it’s up to the employer to decide whether the leave is paid or unpaid.
That’s why it’s so important to have a clearly defined policy—and to communicate it well to your team.
How Many Bereavement Days Are Typically Offered?
While there’s no one-size-fits-all answer, most companies offer between 3 to 5 days of bereavement leave for the death of an immediate family member.
Some employers offer fewer days, and some may allow more time off depending on the circumstances. Others may allow employees to use vacation days, sick leave, or PTO if more time is needed.
The number of bereavement days should reflect not only your company’s operational needs but also the human needs of your team.
Who Is Considered Immediate Family for Bereavement Leave?
The term “immediate family” can be tricky—and it’s a question that HR teams often face.
Generally, immediate family includes:
- Spouse or partner
- Parents and step-parents
- Children and stepchildren
- Siblings
- Grandparents
- Grandchildren
Some companies expand this list to include:
- In-laws
- Domestic partners
- Close relatives or chosen family
- Anyone who had a close, dependent relationship with the employee
Your policy should be clear—but also inclusive. Remember, families look different for everyone.
Bereavement Leave Laws & Compliance in the U.S.
There is no federal requirement for private employers to provide bereavement leave. However, public sector employees may have guidelines set by government bodies like the U.S. Office of Personnel Management (OPM), which allows limited funeral leave under certain conditions.
Some states, such as Oregon, have passed their own bereavement leave laws. In Oregon, for example, eligible employees can take up to two weeks of leave per death, under the Oregon Family Leave Act (OFLA).
If your business operates in multiple states, compliance can get complicated. That’s why your HR team should:
- Stay up to date on state-specific laws
- Review policies regularly
- Train managers to apply the policy consistently
Best HR Practices for Bereavement Leave Policies
A good bereavement policy balances structure and empathy. Here’s how to build one that works:
1. Make It Easy to Understand
Use clear, simple language. Avoid legal jargon.
2. Be Inclusive
Not everyone’s family looks the same. Allow flexibility for non-traditional relationships.
3. Be Flexible
Offer additional days when possible, or allow use of PTO for extended time off. You can learn more about flexible time-off policies on our guide to PTO meaning in the U.S.
4. Train Managers
Equip leaders to respond with empathy, not just process. Provide guidance on how to talk to grieving employees.
5. Document & Digitize
Keep everything accessible in your HR system so employees know exactly how to request leave.
Supporting Grieving Employees Beyond Time Off
Time off is important, but it’s only the start.
Your employee may be dealing with shock, sadness, legal matters, financial stress, or caregiving responsibilities. Here’s how HR can step in:
- Provide mental health support: Offer access to therapy or Employee Assistance Programs (EAPs).
- Allow gradual returns: Hybrid work or part-time days can ease the transition.
- Encourage team support: Let coworkers offer support, sign cards, or step in to cover tasks.
- Check in: Don’t assume someone’s “back to normal” once they return.
A little compassion goes a long way—and often, it builds loyalty.
How Digital HR Tools Can Simplify Bereavement Requests
In a moment of grief, no one wants to deal with paperwork or confusion.
That’s why platforms like Humand are designed to make HR processes easier for everyone involved. With Humand, employees can:
- Submit leave requests right from their phone
- Get instant clarity on how many days they have
- Access emotional support resources
- Stay connected or unplug, based on their preference
Meanwhile, HR teams can track leave, stay compliant, and support employees more personally, even from a distance.
Final Thoughts: Building a Human-Centered Workplace Culture
Bereavement leave is more than a policy—it’s a statement about your culture.
It says, “We care about you as a person, not just as an employee.”
It tells people that their grief matters, that their relationships matter, and that your company stands by them in difficult times.
Whether you’re building your bereavement policy from scratch or reviewing an old one, start with this question:
If I were grieving, how would I want my workplace to respond?
Answer that honestly—and you’ll be on the path to a more compassionate, compliant, and connected workplace.
