Compassionate leave allows employees to take time off work during a personal crisis — whether that's a bereavement, a serious family illness, or another unexpected emergency.
What is compassionate leave in the UK?
Compassionate leave is time off work granted to an employee to deal with a distressing personal situation, most commonly the death of a family member or close friend, or a serious illness affecting someone they care for. There is no single statutory right to compassionate leave in the UK. What you're entitled to depends on your employer's policy, your employment contract, and which specific type of leave applies to your situation.
Compassionate leave is often used interchangeably with bereavement leave, but the two are slightly different. Bereavement leave specifically covers the death of someone close, while compassionate leave is a broader term that can include caring for a seriously ill family member or responding to other personal emergencies.
Is compassionate leave paid in the UK?
Whether compassionate leave is paid depends entirely on the employer. There is no legal requirement to pay employees for compassionate leave (other than in the specific case of parental bereavement (see below). Many employers offer paid compassionate leave as part of their policy, typically between two and five days for the death of a close family member. Others provide unpaid leave, or allow employees to use their annual leave entitlement.
If an employee's contract or staff handbook states that compassionate leave is paid, the employer is generally bound by that. Where it is described as a discretionary right, the employer has more flexibility to decide on a case-by-case basis.
How long is compassionate leave in the UK?
The duration of compassionate leave is not set by law, but most UK employers follow these general guidelines:
| Relationship to the deceased | Typical leave granted |
|---|---|
| Spouse, civil partner, or partner | 3–5 days |
| Child | 3–5 days (separate statutory parental bereavement leave may also apply) |
| Parent or sibling | 3–5 days |
| Grandparent | 2–3 days |
| Grandchild or step-parent | 2–3 days |
| In-law (parent, sibling) | 1–2 days |
| Close friend | Varies — at employer's discretion |
What counts as immediate family for compassionate leave?
Most compassionate leave policies define immediate family to include: a spouse or civil partner, a parent, a child, a sibling, a grandparent, or a person who lives in the same household. Some employers extend this to step-relatives, in-laws, and grandchildren.
The question of grandparents causes particular confusion. Grandparents are not always classified as immediate family in employment policies, which means some employers may only offer one or two days rather than the full bereavement leave amount. It's worth checking your employer's policy or staff handbook for the specific definition they use.
There is no legal definition of "immediate family" for the purposes of compassionate leave, it comes down to what your contract or your employer's policy says.
Types of leave for bereavement and family emergencies
UK law provides several distinct types of leave that may apply when an employee is dealing with a bereavement or family emergency. These are special leave categories that are separate from standard paid time off. These are separate rights and can sometimes be used together.
- Compassionate leave The most common term used by employers for bereavement or personal crisis leave. As a form of leave of absence from work, it is usually paid, at the employer's discretion, and the amount varies by company policy. There is no statutory minimum.
- Time off for dependants Under section 57A of the Employment Rights Act 1996, all employees have the right to take a reasonable amount of unpaid time off to deal with emergencies involving a dependant. A dependant is someone who relies on you; typically a spouse, civil partner, child, parent, or someone who lives in your household. This right covers unexpected situations: a dependant falls seriously ill, is injured, or dies and sits alongside other specific rights such as carer’s leave to look after dependants. It does not apply to situations you knew about in advance (for example, a planned hospital appointment). There is no set limit on how often you can use this right, but it is unpaid and intended for short-term emergencies only.
- Parental bereavement leave This is the only type of bereavement-related leave with a statutory right to paid time off (see below for details), separate from more general sick leave entitlements for illness or injury.
The law on parental bereavement leave
Since April 2020, employees in the UK have had a legal right to parental bereavement leave following the death of a child. This is the only area where UK law provides a specific, paid bereavement entitlement.
- Who qualifies: Parents whose child dies under the age of 18, or who experience a stillbirth after 24 weeks of pregnancy. From 6 April 2026, the right was extended to also cover miscarriages before 24 weeks. The entitlement applies to biological parents, adoptive parents, foster parents, intended parents through surrogacy, and partners living with the child in an enduring family relationship.
- How much leave: Up to two weeks, taken as a single block or as two separate weeks. The leave must be taken within 56 weeks of the child's death.
- Pay: Eligible parents with at least 26 weeks' continuous service receive Statutory Parental Bereavement Pay (SPBP) — currently £194.32 per week (from 6 April 2026) or 90% of average weekly earnings, whichever is lower. Employees who do not meet the 26-week service requirement are still entitled to the leave, but without the statutory pay.
What's changing: the Employment Rights Act 2025
The Employment Rights Act 2025, which received Royal Assent in December 2025, is set to introduce a broader statutory right to bereavement leave covering all employees, not just parents. This new entitlement is expected in 2027. When it comes into force, it will give employees a minimum of one week of unpaid leave following the death of a loved one, as a day-one right regardless of length of service.
Until then, general compassionate leave remains a matter of employer policy rather than legal entitlement.
Can an employer refuse compassionate leave?
For general compassionate leave, yes; an employer can refuse a request if there is no contractual or policy entitlement. Compassionate leave (outside of parental bereavement and time off for dependants) is not a statutory right, so the decision rests with the employer.
However, there are limits. If your employment contract or staff handbook states that compassionate leave is available in certain circumstances, the employer must honour those terms. Where it is listed as a discretionary benefit, they have more room to decline but should do so consistently and fairly to avoid potential claims.
Refusing compassionate leave to someone experiencing a bereavement or serious family emergency, while routinely granting it to others in similar situations, could lead to disputes or tribunal claims based on inconsistent treatment.
How to build a compassionate leave policy
A clear compassionate leave policy, documented in your staff handbook, removes ambiguity for both managers and employees at an already difficult time. Align it closely with your broader employee attendance policy and procedures. Here's what to include:
- Who is covered: Define which relationships qualify and for how long, and how compassionate leave interacts with any personal leave entitlements you offer
- Whether leave is paid or unpaid: And whether annual leave in the UK can be used as an alternative
- How to request it: The process for notifying the HR department or line manager, and what necessary documentation (if any) may be required, tied into a clear system for managing time off requests fairly
- Flexibility provisions: Whether reduced hours or a phased return is available after a bereavement, and how this approach supports your efforts to understand and manage overall absence rates
- Discretionary cases: Acknowledge that some situations fall outside standard definitions (loss of a close friend, a pet, or a pregnancy loss before 24 weeks) and will be handled on a case-by-case basis, while ensuring repeated or extended absences are addressed through fair attendance write‑up procedures
The most effective policies balance structure with compassion. A manager who has a clear framework to work from is better placed to respond sensitively than one who has to make difficult calls without guidance.
Manage absence without the admin
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- Automatic accrual of vacation hours
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