In today's fast-paced world, workplace policies need to adapt to the diverse needs of employees. One important area to consider is bereavement leave. As cultural norms change, companies should reevaluate and expand their bereavement leave policies to provide adequate support for employees navigating grief.
Bereavement leave gives employees time off to grieve after losing a loved one. It’s meant to help employees handle the emotional and practical aspects of the loss. The time allows employees to grieve, attend services, or take care of any related financial or legal matters.
While bereavement isn’t covered under the Family and Medical Leave Act (FMLA), some states require employers to allow eligible employees to take bereavement leave after the death of a family member or someone close, as defined by law. Additionally, companies that have formal leave policies, including bereavement, must apply them consistently for all employees.
Companies that offer bereavement leave do so on a case-by-case basis. They may provide paid, unpaid, or a mix of both. Employees may need to use paid time off (PTO) or sick leave for bereavement, depending on the policy.
The latest Leaves of Absence and Time Away from Work Survey by our Absence, Disability, and Life (ADL) practice shows that bereavement has become a key topic, especially in light of COVID-19 and the focus on diversity, equity, and inclusion. With over 5,000 employers participating, the survey highlights how organizations are updating their approach to bereavement and what is covered within official policies.
We’ve launched a new survey initiative called Moments That Matter to dig deeper into the results. Moments That Matter is a series of surveys created with our vendors, helping employers gain insights into trends related to absence, disability, and leave policies. Our recent study, done in partnership with Empathy, a platform for helping families navigate the emotional and logistical challenges of loss, found that 35% of the 30 large employers who responded have already enhanced or plan to enhance their bereavement policies within the next 12 months.
Today's cultural shifts include a broader definition of family, a greater focus on mental health, and the acknowledgment of non-traditional forms of loss. One major trend is that employers are beginning to extend bereavement leave. Many companies still offer a standard three to five days of leave, a timeframe that hasn’t changed much in decades.
A 2016 Society for Human Resource Management (SHRM) survey of more than 2,000 organizations found that the average bereavement leave for a spouse or child is four days, while the average for other relatives is three days. However, the Moments That Matter survey revealed that 39% of respondents offer 10 or more days off. “Today, we’re seeing progressive employers in professional services, high technology, and finance offering two to four weeks as a new standard,” says Andrew Brownstein, regional practice leader of MMA’s Absence, Disability, and Life practice.
This new approach recognizes that grief is unique and that everyone copes with loss differently. As a result, employees don’t have to deal with the emotional toll of bereavement while trying to return to work too soon.
Next is the broader definition of who qualifies for bereavement leave. Traditional policies often limit support to the loss of immediate family members, like spouses, parents, and children. However, today’s understanding of family includes chosen extended family members, close friends, and even pets in some cases. Brownstein says, “It’s not on the onus of the employer to define what somebody else means to one of their colleagues or employees.”
Our Absence, Disability, & Life practice can help organizations manage absence and time off programs in a changing regulatory environment. We are that partner, creating the cost-effective and meaningful results today’s leading employers demand.
This article’s topic was originally covered in an episode of Gina’s Gems, “Bereavement and Loss: Why and How Employers are Supporting Their Employees in Time of Need.” The episode explores the latest trends in bereavement leave policies reflected in the recent Moments that Matter survey. In this episode, client relationship leader, Gina Gabriele, is joined by regional practice leader, Andrew Brownstein, and Ron Gura, founder and chief executive officer of Empathy.
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