Apicella Testa & Company logo

680 Bridgeport Avenue

Shelton, CT 06484

 

Phone: 203-925-9494

 

Website: www.ctcpa.com

July 2024

Bereavement Leave Policy Considerations for Employers

Bereavement Leave Policy Considerations for Employers

You want to be a supportive employer when an employee loses a loved one. Sometimes it can be difficult to know what's needed. A written company bereavement policy, (also known as compassionate leave) can help. Critical elements of a good policy include:


DEFINE ELIGIBILITY
Who qualifies for leave? Full-time, part-time, and/or temporary employees? The policy may also specify that employees must have been with the company for a certain period to be eligible.


PAYROLL TRACKING
Establish a process for recording leaves with your payroll provider.


STATE REQUIREMENTS
Some states have bereavement policy regulations that you should include.


PROCESS FOR REQUESTS
Specify how employees should request compassionate leave. You might require them to submit a written request to their supervisor, a Human Resources representative or complete an online form.


LEAVE AVAILABILITY
This is usually three or four days for the loss of an immediate family member and less time for the extended family or friends. Employees should be allowed to schedule the days off with their supervisor. Another way of showing support for a grieving employee is to offer flex time or the option to work remotely.


SUBSCRIBE

Enter your Name and Email address to get
the newsletter delivered to your inbox.

Please include name of person that directed you to my online newsletter so I can thank them personally.


CONTACT US

Enter your Name, Email Address and a short message. We'll respond to you as soon as possible.

The information and opinions contained in this web site are obtained from sources believed to be reliable, but their accuracy cannot be guaranteed. The publishers assume no responsibility for errors and omissions or for any damages resulting from the use of the published information. This web site is published with the understanding that it does not render legal, accounting, financial, or other professional advice. Whole or partial reproduction of this web site is forbidden without the written permission of the publisher.