Bereavement Leave in the UK: What Are You Entitled To?

When someone close to you dies, the last thing you want to think about is work. But the reality is that many people need to take time off at short notice, and understanding your rights can help you have a clearer conversation with your employer during a very difficult time.

This guide explains what the law says about bereavement leave in the UK, what most employers offer in practice, and how to approach the conversation.

What does UK law say about bereavement leave?

The legal position in the UK is more limited than many people expect. There is no general statutory right to paid bereavement leave for most employees. However, there are two important legal provisions.

The right to reasonable time off for dependants — Under the Employment Rights Act 1996, all employees have the right to take a "reasonable" amount of unpaid time off to deal with an emergency involving a dependant. This includes dealing with the death of a dependant, making funeral arrangements, and handling other immediate practical matters. A dependant is defined as your spouse or civil partner, child, parent, or someone who lives in your household (not a tenant or lodger) or who reasonably relies on you for care. The law does not specify exactly how much time is "reasonable" — it depends on the circumstances, but it is generally understood to cover a few days rather than weeks.

Jack's Law (Parental Bereavement Leave) — Since April 2020, parents who lose a child under the age of 18 (or suffer a stillbirth after 24 weeks of pregnancy) have a statutory right to two weeks of paid leave. This is known as Parental Bereavement Leave, or informally as "Jack's Law" after Jack Herd, whose mother campaigned for the legislation. The pay is at the statutory rate (currently £184.03 per week for 2025/26, or 90% of average weekly earnings if lower). Employees must have at least 26 weeks of continuous service to qualify for the pay element, though the right to leave itself applies from day one of employment.

What do most employers offer?

In practice, many UK employers offer more generous bereavement leave than the legal minimum. It is common for employers to offer between three and five days of paid compassionate leave for the death of a close relative, with some organisations offering more for the death of a spouse, partner, or child.

However, this varies enormously. Some employers offer no paid leave at all beyond the statutory minimum, while others have comprehensive compassionate leave policies. The key is to check your employee handbook, contract, or HR policies — bereavement or compassionate leave is usually covered there.

If your employer doesn't have a formal policy, that doesn't necessarily mean they won't be supportive. Many managers will use their discretion to offer time off, especially in the immediate days after a death.

How to talk to your employer

If you need to take time off after a bereavement, here are some practical suggestions for approaching the conversation.

Notify them as soon as you can. A brief phone call, email, or message to your manager or HR department is enough in the first instance. You don't need to provide details — a simple message explaining that a close family member has died and that you need some time off is sufficient.

Ask about their bereavement policy. If you're not sure what you're entitled to, ask HR to confirm the organisation's compassionate leave policy. This is a reasonable and straightforward request.

Be honest about what you need. If you think you'll need more time than the standard policy allows, say so. Many employers will be flexible, especially if you're open about the practical demands you're facing — arranging a funeral, dealing with the estate, supporting other family members.

Consider a phased return. Some people find it helpful to return to work part-time initially, or to work from home for a period. If this is an option in your role, it's worth discussing.

Keep a record. Make a note of any agreements reached — what leave you're taking, whether it's paid, and any arrangements for your return. An email confirming the conversation is usually sufficient.

What if your employer is unsupportive?

If your employer refuses to give you any time off, or penalises you for taking time off to deal with a bereavement, this could be a breach of your statutory rights — particularly the right to time off for dependants. If you're in this situation, consider contacting ACAS (the Advisory, Conciliation and Arbitration Service) on 0300 123 1100 for free, confidential advice on your rights. Your trade union, if you belong to one, can also help.

Citizens Advice can also provide guidance on employment rights and next steps.

What about self-employed people?

If you're self-employed, you don't have statutory employment rights in the same way. There is no legal entitlement to bereavement leave. The practical impact will depend on your work commitments, clients, and financial situation. If you need to take time off, it may be worth contacting your clients or customers to explain the situation — most will be understanding.

If you're struggling financially, check whether you may be eligible for Bereavement Support Payment from the DWP, or other forms of support. Our guide to DWP bereavement benefits explains who qualifies and how to claim.

How Passage can help

Passage helps you manage the practical tasks that come with bereavement, so you can focus on what matters most. Our guided plan keeps track of everything — from registering the death to notifying your employer — and reminds you what needs doing and when.

Start your free plan and let us take some of the burden off your shoulders.