When you’re going through a difficult time, compassionate leave can provide the breathing space you need. Whether you’re grieving a close family member, coping with a sudden loss, or supporting someone seriously ill, stepping away from work, even briefly, can be essential.
What is compassionate leave?
Compassionate leave is time off work to deal with difficult personal circumstances. You'd usually take it when a close family member is seriously ill, injured, or has passed away.
Unlike annual leave, compassionate leave is typically unplanned and taken at short notice. It doesn’t come out of your holiday allowance and is intended to support you in urgent, often distressing, situations rather than for rest or leisure.
In the UK, there is no automatic legal right to paid compassionate leave (except in certain parental bereavement situations). Still, many employers offer it either as a contractual entitlement or at their discretion. You may also get compassionate leave for emergencies involving dependants – those who rely on you for care. For example, if your partner is taken into hospital suddenly or a child falls seriously ill, you may be entitled to time off to manage the situation.
This type of leave recognises the emotional, logistical and practical toll that serious illness or bereavement can take. In addition to giving you time to grieve, compassionate leave can help relieve pressure around making funeral arrangements, travelling long distances, or managing household responsibilities during a time of upheaval.
How is compassionate leave different from bereavement leave?
These two terms often get mixed up, but they aren't quite the same.
Compassionate leave covers a wider range of situations. It can be used if a loved one is seriously ill, has died, or if there's an emergency involving someone who relies on you.
Bereavement leave refers specifically to time off following a death. In the UK, there is a legal right to time off in very specific cases:
- The death of a child under 18
- A stillbirth after 24 weeks of pregnancy
These specific cases make up what is known as Parental Bereavement Leave. For other types of bereavement (such as the death of a partner, parent, or close friend), your right to leave depends on your employer's policy.
Is compassionate leave paid?
Whether or not you get paid during compassionate leave depends on your employer's policy. Some employers pay for compassionate leave, others offer unpaid leave, and some provide a mix depending on your length of service or relationship to the person who died. It's always worth checking your employment contract or staff handbook. If you're not entitled to paid time off, you can ask about using your holiday entitlement or taking unpaid leave instead.
If your employer offers enhanced benefits, you might receive full pay for a set number of days. Some workplaces even offer extended bereavement leave or allow employees to take mental health days in the wake of personal loss. Don't hesitate to speak to HR or your line manager about the options available.
Even if there's no formal policy in place, your employer might make informal arrangements based on your needs and circumstances.
How long is compassionate leave?
There's no fixed amount set by law when it comes to time off, but in the UK organisations typically offer 3 to 5 days of compassionate leave. Some may allow more time off depending on the circumstances, for example, if you need to travel abroad for a funeral or if someone very close to you has passed away.
Employers often assess compassionate leave requests on a case-by-case basis, taking into account your relationship to the person affected, the nature of the situation, and any additional responsibilities you may have, such as organising the funeral or supporting other family members. If you need to travel long distances or manage a complex estate, your employer may be more willing to extend your leave.
Some factors that may affect how much time you can take include:
- The nature of the situation
- Your relationship with the person affected
- Whether you need to travel, arrange a funeral, or manage other responsibilities
What if I need more time?
It's okay to ask for more time if you need it, especially if your emotional or mental wellbeing is being affected. If you don't feel ready to return to work when your compassionate leave ends, you may be able to request additional time off. This could take the form of unpaid leave, annual leave, or even sick leave, particularly if dealing with grief is impacting your mental health and you've spoken to your GP. Many employers will try to be accommodating, especially when it's clear that coming back too soon might not be in anyone's best interest.
Speaking to your manager or HR department about a phased return to work or temporary adjustments to your duties can also be helpful. You might ask for reduced hours, remote working, or a lighter workload while you get back on your feet. Some people find it helpful to return to a routine, while others may need more time to heal. There's no one-size-fits-all approach.
Can an employer refuse compassionate leave?
In most cases, employers are understanding and aim to support their staff during difficult times. However, an employer can technically refuse your request because compassionate leave isn't a legal right (except in specific cases like parental bereavement).
If this happens, it can feel frustrating and disheartening, especially when you're already dealing with a personal crisis. But there may still be other options.
If your request is turned down, you could:
- Use annual leave
- Ask for unpaid leave
- Discuss flexible working or reduced hours temporarily
Sometimes, just opening a dialogue with your line manager or HR team can help lead to a compromise, such as working reduced hours, temporarily working from home, or staggering your return. Employers have a duty of care to their staff, and many will try to support your wellbeing even if they're not legally required to offer formal compassionate leave.
Can I use compassionate leave for a funeral?
If the person who died is a dependant or close family member, you can usually take compassionate leave to attend the funeral, help organise it, or manage their estate. If the person isn't a dependant (for example, a distant relative or friend), you don't have a legal right to time off. However, many employers will still be sympathetic, especially if you had a close personal connection with them.
It's worth noting that funerals don't always happen quickly, especially if there are delays due to post-mortems, repatriation, or family travel. If you need time off beyond the immediate aftermath, such as for a memorial service or scattering of ashes at a later date, speak to your employer to see what options are available. Many employers will accommodate these requests, especially if you give as much notice as possible.
Ultimately, every situation is different. If attending a funeral is part of your grieving process or a way to support others who are grieving, it's a valid reason to ask for time away from work.
Who counts as a dependant?
A dependant is someone who relies on you for support. Examples include:
- Your spouse or partner (including civil or unmarried partners)
- Children or stepchildren
- Parents or grandparents
- A person who lives with you (not including lodgers or tenants)
- Anyone who depends on you in an emergency, such as an elderly neighbour or friend
What is the law around bereavement leave in the UK?
While most compassionate leave is up to individual employers, there is a legal entitlement to Parental Bereavement Leave and Pay under 'Jack's Law'. This legislation was introduced in 2020 and gives eligible parents the right to up to two weeks' leave if their child dies under the age of 18 or is stillborn after 24 weeks of pregnancy.
You're entitled to Parental Bereavement Leave from the first day of your employment. You can choose to take the two weeks together or as separate weeks, at any point within 56 weeks of the child's death or stillbirth. If you are eligible, you may also be entitled to Statutory Parental Bereavement Pay (SPBP), which is paid in the same way as your wages and is subject to tax and National Insurance deductions.
How to ask for compassionate leave
If you need time off, speaking to your employer as soon as possible is best. They might also ask you to put your request in writing.
Here's what to include:
- A short explanation of the situation (you don't need to share more than you're comfortable with)
- Who the person is and your relationship to them
- Why you need time off (for example, for funeral planning, travel or grieving)
- When you'd like your leave to start, and how long you think you'll need
- If you can, mention who might cover your work or how you'll hand things over.
Grief affects everyone differently, and there's no right way to navigate it. Knowing you can take some time out from work can provide the breathing space you need, whether it’s to make arrangements, support others, or simply begin to process your loss.
While the support available depends on your employer’s policy, understanding your options can help you make informed decisions at a difficult time.
