Your Guide to Parental Bereavement Leave: Understanding Your Rights When a Parent Dies

If you’ve recently experienced the loss of a parent, taking time to navigate your feelings and handle practical matters is essential. Bereavement doesn’t just affect your personal life-it can impact your work too. That’s why understanding your rights to bereavement leave when a parent dies is crucial for both your wellbeing and your employment security.

UK employment law offers various protections and types of leave for those facing personal loss. Knowing what support you’re entitled to, how to formally request leave, and what employers must provide can make a difficult moment just a little easier to manage.

In this guide, we’ll demystify bereavement leave for parents, explain the legal framework in England, and offer step-by-step advice for employees and employers alike. If you’re unsure what you can ask for at work, or how to approach your employer, keep reading for a complete breakdown.

What Is Parental Bereavement Leave?

Parental bereavement leave is a statutory right for eligible employees in England, Scotland, and Wales, designed to support parents who lose a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy or onwards. Introduced under the Parental Bereavement Leave and Pay Regulations 2020, this law gives parents the space and security to take time away from work following the unimaginable loss of a child.

However, while bereavement leave for parents is a legal entitlement in the context of losing a child, many people understandably wonder about their rights if their own parent dies. Let’s clarify your options and the legal landscape if you need time off following the death of a parent.

Do You Get Bereavement Leave When a Parent Dies?

The law distinguishes between parental bereavement leave (for parents losing a child) and general bereavement leave (for losing other close relatives, such as your own parent).

• Parental Bereavement Leave: Statutory and specifically for employees whose child has died or been stillborn.
• Bereavement Leave for Parents’ Deaths: Currently, there’s no statutory right to paid time off in the UK solely for the death of your own parent (unless it's covered as a compassionate leave under your employment contract or company policy).

That being said, most employers do offer compassionate leave (sometimes also called “bereavement leave”) at their discretion. This leave might be paid or unpaid, and the length of time offered can vary between workplaces. It's important to check your contract or employee handbook to see what your employer’s specific policy says regarding bereavement leave when a parent dies.

Who Is Eligible For Parental Bereavement Leave?

Let’s return specifically to parental bereavement leave (for employees experiencing the loss of a child):

• You are entitled to this leave from your first day of employment-there is no qualifying minimum service period.
• Both employees and workers (including agency workers and some casual staff) are covered.
• The leave applies if:
  • Your child has died under the age of 18
  • There’s been a stillbirth after 24 weeks of pregnancy (and you’re the child’s parent or the partner of the child’s parent)

If you’re seeking leave following the death of your own parent, eligibility is not set out in statute-but most employers do have discretionary policies for this situation. You may also qualify for other support such as annual leave or unpaid leave, or even compassionate leave written into your employment contract.

How Much Parental Bereavement Leave Can You Take?

The statutory entitlement for parental bereavement leave is:

• Up to two weeks’ leave for each child who has died or been stillborn.
• If more than one child has died, you are entitled to two weeks per child.
• This leave can be taken:
• As a single block of two weeks
• As two separate blocks of one week each (at different times)
• As just one week, if preferred

You have the flexibility to choose what works best for your personal circumstances, whether that means taking the entirety at once or spreading it out across the grieving period.

When Can Parental Bereavement Leave Be Taken?

One of the strengths of the UK’s parental bereavement leave rules is their flexibility:

• You can take your leave at any point within 56 weeks (just over a year) after the child’s death or stillbirth.
• This allows parents to use the leave for key milestones (such as anniversaries or funerals) or at other times when support is most needed.

If you are eligible for parental bereavement leave, being able to plan your time off when it matters most can help you manage practical arrangements and self-care more effectively.

What Notice Do You Need to Give For Parental Bereavement Leave?

There’s no requirement to put your leave request in writing (though confirming via email can help avoid confusion). The process differs depending on when you wish to take the leave:

Taking Leave Within The First 56 Days After The Child’s Death

• You can take leave immediately, as long as you inform your employer before you are due to start work on that day.
• Leave can be cancelled or rescheduled, but you must inform your employer-this can be as late as the day you were due to start your leave.

Taking Leave Later (After The First 56 Days, Up To 56 Weeks)

• You need to give at least one week’s notice to your employer before your leave begins.
• The same rule applies if you wish to cancel and reschedule leave during this period-one week’s notice is required for any changes.

Employers and employees should work together to ensure communication is clear and timely. Taking the time to have a supportive conversation about your plans is always beneficial.

How Should You Communicate With Your Employer?

When you need to request bereavement leave-whether under statutory rules or discretionary company policy-honest and clear communication with your employer is key. Here’s how to approach it:

• Inform your manager as soon as possible: A short, clear notification about your situation and the dates you plan to take helps set the right expectations.
• Check your employee handbook or contract: Most companies have a section on compassionate or bereavement leave, spelling out your rights and process to follow.
• Discuss flexibility: If you’re struggling to return to work afterwards, discuss ongoing support or further leave such as sick leave, annual leave, or flexible working arrangements.
• Keep a record: It’s good practice to confirm conversations via email so everyone is clear and there’s a record of agreed arrangements.

If you’re an employer, the key is compassion, understanding, and flexibility. Not only does agreeing to leave requests meet your legal obligations (including those around employer liability for working conditions), but it also builds trust and long-term loyalty among your team.

What Happens With Pay During Parental Bereavement Leave?

If you qualify for parental bereavement leave, you may also be entitled to Statutory Parental Bereavement Pay-provided you:

• Are an employee
• Earn at least the Lower Earnings Limit (which changes annually)
• Have worked for your employer for at least 26 continuous weeks, by the end of the week before the child’s death
• Meet the notice and evidence requirements

The current Statutory Parental Bereavement Pay is either £172.48 a week or 90% of average weekly earnings (whichever is lower). Some employers may offer enhanced pay under their policies, so check your contract or speak with HR for details relevant to your role.

For bereavement leave following the death of a parent (where there’s no statutory right), whether you are paid fully, partially, or not at all depends on your employer’s discretionary policy. In some cases, you may use accrued holiday leave or request unpaid leave if no specific policy applies.

Guidance For Employers: Handling Bereavement Leave Requests

While the statutory requirements are clear for parental bereavement leave, managing bereavement leave when an employee loses a parent (or other close family member) calls for empathy and flexibility. Here’s what to consider:

• Have a written compassionate or bereavement leave policy, ideally included in your staff handbook.
• Be flexible: Allow short-notice leave, consider extended time away if necessary, or offer phased returns to work.
• Provide clear points of contact (such as HR or a trusted manager) to discuss personal matters confidentially.
• Stay informed regarding mental health and discrimination laws, and consult an employment lawyer if uncertain about your obligations.
• Encourage employees to reach out for support, whether through internal channels or professional counselling services.

Remember, handling bereavement with care protects your team’s wellbeing and safeguards your business from legal risks or workplace disputes down the line. If you want to review or update your company’s bereavement leave policy, speaking with an employment law expert makes good business sense.

Practical Tips For Employees Navigating Bereavement Leave

• Document everything: Save copies of communications and requests, and keep notes of what’s agreed on with your employer.
• Know your rights: If you’re unsure whether your employer’s compassionate leave policy is fair, consider seeking legal advice or support from Acas or Citizens Advice.
• Seek additional support: Bereavement is an emotional process, so don’t hesitate to explore workplace Employee Assistance Programmes or external counselling options.
• Request accommodations if returning is hard: Flexible hours, remote work, or gradual return-to-work can make a real difference. Don’t be afraid to ask.
• If your request is denied: Your employer should handle requests with sensitivity. If you experience unfair treatment or believe you’re being discriminated against, get advice.

Other Types Of Leave And Support During Bereavement

While there’s no statutory bereavement leave when a parent dies in the UK, you may be able to combine several types of support and leave, such as:

• Annual leave (holiday leave)
• Sick leave (if grieving affects your mental or physical health)
• Flexible working, for a temporary or permanent change in hours
• Unpaid leave: most employers can grant this at their discretion
• Reasonable adjustments for workplace support, especially if mental health is affected

The key is open communication-both employees and employers should approach the discussion with compassion, honesty, and the shared aim of supporting wellbeing and business needs.

Where Can You Get Further Support?

Whether you’re an employee seeking time off, or an employer handling a sensitive request, it’s not always clear what you should do next. Here are some valuable sources of help:

• Legal documents and policy advice-review and update your workplace policies with legal support
• ACAS-provides guidance and can help resolve disputes at work
• Citizens Advice-free, impartial advice about employment rights and leave
• Bereavement charities such as Cruse Bereavement Support or Marie Curie-help you navigate grief and its impact on work

Key Takeaways

• Parental bereavement leave is a statutory right in the UK for parents who lose a child under 18 or suffer a stillbirth after 24 weeks; you can take up to two weeks’ leave per child, with flexible scheduling.
• There’s no statutory right to bereavement leave specifically for the death of a parent-but most employers offer some form of compassionate or unpaid leave at their discretion, so always check your contract or handbook.
• Employees should communicate openly and promptly with employers about their needs, and request leave according to company policy or statutory rules.
• Employers must handle leave requests with empathy, keep clear records, and ensure compliance with both employment contracts and relevant employment laws.
• Consider seeking legal support when contracts or leave arrangements are unclear, especially if you feel your rights have not been respected or you’re unsure about your entitlements.

Need Help Navigating Bereavement Leave?

The process around bereavement leave when a parent dies can feel overwhelming, but you don’t have to tackle it alone. If you’d like advice on employment rights, contract policies, or need help updating your workplace’s bereavement leave procedures, contact the Sprintlaw team at team@sprintlaw.co.uk or call 08081347754 for a free, no-obligations chat. Our employment law experts are here to help you and your business stay supported and compliant during life’s toughest moments.