Parental bereavement leave policy template

This policy explains the support [Company name] gives to an employee whose child dies. Nothing in it can lessen that loss. Its purpose is simpler: to make sure that no bereaved parent here has to negotiate, explain themselves, or think about work at all until they are ready.

This policy applies from the first day of employment - there is no service requirement for the leave. It covers the death of a child under 18, and stillbirth after 24 weeks of pregnancy. It applies to parents and to those with parental responsibility, including adoptive parents, intended parents under surrogacy arrangements, and partners of the child's parent [as defined in the statutory scheme].

Employees may take two weeks of parental bereavement leave. It can be taken as a single two-week block, or as two separate weeks, at any time within 56 weeks of the child's death. The long window is deliberate: a second week is often needed much later - around an inquest, an anniversary, or a date that was going to matter.

Statutory parental bereavement pay applies where the employee has at least 26 weeks' continuous employment and average weekly earnings of at least £129, at the lower of £194.32 per week or 90% of average weekly earnings. [Company name] [pays both weeks at full pay for all employees, regardless of length of service / pays the statutory rate]. No one will be asked to discuss pay while arranging the leave; it will simply be sorted.

A message to [line manager / HR] - from the employee, or from anyone on their behalf - is all that is needed to start the leave. There is no form to complete first and nothing to prove. We will never ask for evidence of the death. [HR] will quietly handle the statutory notice and record-keeping afterwards, and will check what the employee wants colleagues to be told, and by whom, before anything is shared.

The statutory two weeks is a minimum, not a measure of grief. Managers have explicit discretion, with [HR]'s support, to offer more: additional [paid compassionate leave of up to X days / paid or unpaid leave], moving the leave dates, annual leave on request, or sickness absence where the employee's GP advises it. No bereaved parent will be asked to justify needing more time.

Before the return date, the manager will ask - once, gently - how the employee would like to come back: a phased return, adjusted duties, or a normal first week with the option to step out at any time. The first day back will never include a backlog review or a performance conversation. Grief does not end when leave does, and managers should expect and accommodate hard days long afterwards.

This policy covers the statutory right that applies to the death of a child. For other bereavements, [Company name] offers [compassionate leave arrangements - see [policy/section]], and managers have the same discretion to be generous. The absence of a statutory right is never a reason to offer nothing.

No employee will suffer a detriment, or be dismissed, because they took or sought to take parental bereavement leave. Support is available through [EAP / counselling provider], and externally through organisations such as Sands and Child Bereavement UK. [HR contact] is the named person for anything this policy doesn't answer.

This policy is owned by [HR / named role] and reviewed [annually], or sooner if statutory rates or rules change. Any change to its tone or promises requires sign-off by [senior leader].