Employers must act now to prepare for new bereavement leave rules, says expert

The Government has put forward plans to extend bereavement leave in the UK under the Employment Rights Bill. 

At present, leave is mainly given to parents after a pregnancy loss (after 24 weeks) or if a child under 18 dies. 

The proposals would see at least one week of unpaid leave offered from day one of employment, after the death of a close loved one. 

The definition of “loved one” has yet to be confirmed, but is expected to include immediate family. 

Full details are still to be finalised.

Helen Dyke, senior employment solicitor at Harper James, said: “The government’s commitment to extending bereavement leave through the Employment Rights Bill signals a shift in how employers will need to support staff experiencing loss. 

“While it is positive to see day-one rights for parents facing pregnancy loss at any stage, as well as the introduction of at least a week of unpaid bereavement leave for other close relationships, these changes will inevitably create new obligations and challenges for employers.

“Employers need to take practical steps to review and update their policies and contracts.”

Dyke added: “Managers should be trained to handle bereavement leave requests sensitively and consistently, while balancing the operational pressures of potentially sudden staff absences.

“Although the additional bereavement leave is largely unpaid, there is an opportunity here for employers to go further by enhancing compassionate leave policies as part of their wider wellbeing and retention strategy. 

“Doing so can help foster a positive workplace culture and demonstrate a genuine commitment to supporting employees through some of life’s most difficult moments.”

She said: “In short, while these reforms may add to the administrative load, they also present a moment for businesses to strengthen trust and loyalty among their workforce. 

“Employers must act now to prepare for these changes before they become law.”