Bereavement Policy

The Bereavement Policy document is of utmost importance as it outlines the organization's commitment to supporting employees during times of bereavement and grief. The document provides detailed information on the various types of bereavement leave available to employees, including paid leave for the death of a dependant or non-dependant, parental bereavement leave, and miscarriage leave. It also highlights the importance of notifying the line manager as soon as possible or on the first day of absence, and the possibility of taking additional time off through annual leave or unpaid leave. The document further explains the eligibility criteria for statutory parental bereavement pay and the process for requesting it. It also addresses the specific circumstances of a miscarriage and provides guidance on seeking assistance and reporting sickness absence. The document emphasizes the organization's support for employees during the grieving process and the availability of counseling sessions. It also highlights the importance of considering the impact of bereavement on health and safety, and the need for employees to discuss any concerns with their line manager. Additionally, the document recognizes the cultural diversity within the organization and encourages employees to communicate any specific cultural practices or requirements related to bereavement. Overall, the Bereavement Policy document provides comprehensive information and guidance to employees on their entitlements and the support available to them during times of bereavement.

How to use this document?

1. Notify line manager: Inform your line manager about the need to take bereavement leave as soon as possible or on the first day of absence. If necessary, a next of kin or family member can notify the line manager on your behalf.

2. Understand eligibility: Familiarize yourself with the eligibility criteria for different types of bereavement leave, such as paid leave for the death of a dependant or non-dependant, parental bereavement leave, and miscarriage leave.

3. Additional time off: If needed, consider taking additional time off through annual leave or unpaid leave to supplement your bereavement leave. Discuss your request with your line manager.

4. Statutory parental bereavement pay: If you meet the eligibility criteria, submit a written request for statutory parental bereavement pay within 28 days of taking statutory parental bereavement leave. Include your name, the start and end dates of the leave, the date of your child's death, and your relationship with the child.

5. Seek counseling support: If you feel the need for professional help in coping with your grief, take advantage of the organization's offer to cover the cost of up to x counseling sessions with an independent counseling practice. Access this service through HR or the employee assistance program.

6. Consider health and safety: Be aware of the potential impact of bereavement on your concentration, sleep, and decision-making abilities. If you have concerns about conducting your duties safely, discuss them with your line manager.

7. Cultural considerations: If your religion, belief, or culture requires you to observe specific practices or make special arrangements related to bereavement, inform your line manager as soon as possible. Line managers should seek guidance from the bereaved employee or someone from their cultural group if unsure about appropriate responses.