Let’s face it - it’s tough to find examples of someone going through a great bereavement experience, one where they felt supported, cared for, and their humanness was prioritized. But they do exist. We have had hundreds of conversations with people who have experienced loss while employed and we can't stress enough how much an employers response matters. In this blog, we’ll highlight what a great bereavement leave policy looks like and how employers can provide the best support during one of the darkest, toughest moments in an employee’s life. Your extra effort and support will go a long way!

The Importance of Comprehensive Bereavement Support

Why Bereavement Leave Matters

Bereavement leave is essential for employees to process their grief, manage personal affairs, and begin the healing process. Without adequate support, grieving employees may struggle to perform their duties effectively, impacting overall productivity and morale. A compassionate bereavement policy demonstrates that a company values its employees as individuals and is committed to their well-being.

• For Employees: Time to grieve, handle funeral arrangements, and spend time with family.
• For Employers: Improved employee loyalty, reduced absenteeism, and a positive workplace culture.

Benefits for Employees and Employers

When employees are given adequate bereavement leave, they can take the necessary time to mourn their loss without the added stress of work. This not only helps them cope better but also shows that the company cares about their well-being. For employers, having a supportive bereavement policy in place can lead to:

• Increased Employee Loyalty: Employees who feel supported are more likely to stay with the company.
• Enhanced Reputation: Companies known for their compassionate policies attract top talent.
• Better Productivity: Grieving employees who feel supported are more likely to return to work focused and ready to contribute.

Real-Life Examples of Excellent Bereavement Support Policies

Quotes from Bereave’s ‘Bereavement in the Workplace’ Survey

The following are quotes from people who experienced loss while employed and rated their manager and workplace experience a 5/5 in our survey - which represented 7% of experiences.

• Jenny: "My siblings had a much more difficult time dealing with their employers - finding replacements, substitutes, planning lessons, only being able to take 2-3 days off etc. I was able to completely turn off work and my manager took over my responsibilities. I was very thankful for my team after watching what my siblings had to deal with."
• Georgina: "It was unwavering in me doing what I needed, no questions asked, so not to have to think about that was incredible for me. I look back now and realize how amazing that was."
• Kyle: "I was given space to grieve and had a lot of flexibility with my schedule and workload."
• Anonymous: "My manager acknowledged my pain, offered assistance where she could. Covered all my accounts and deals while I was out. I received additional messages from the CEO, Co-Founder, and CRO."

Cocoon’s Compassionate Leave Policy

Cocoon’s policy highlights flexibility and privacy, giving employees the freedom to determine their own priorities without rigid guidelines.

• Employee Eligibility: All employees (full- and part-time) are eligible regardless of their length of service.
• Leave Duration: Up to 4 weeks of paid, job-protected leave within a rolling 12-month period. Additional time may be considered if necessary.
• Qualifying Leave Reasons:
  • Bereavement following the death of a family or close community member
  • Pregnancy loss/miscarriage
  • Abortion procedures, recovery, and related travel
  • Legal proceedings (e.g., custody hearings, gender affirmation, incidents of sexual violence)
  • Acute mental health distress

Superhuman’s Compassionate Leave and Flexible PTO Work Together

Amanda Samuel from Superhuman explains their approach: "We realized flexible PTO can be too vague, leading to underutilization. We updated our policy to be more inclusive and specific."

• Inclusive Language: Bereavement leave covers the loss of any loved one, whether friends or family. Parental leave includes birthing and non-birthing parents. Caregiver leave covers responsibilities beyond parenthood.
• Employee Response: Employees feel more prepared and supported, normalizing difficult topics.
• Advice: Amanda emphasizes proactive implementation: "Life happens to your employees. Be proactive rather than reactive."

Crisis Fund: How Worcester Investments Supports Its Employees

The Worcester Team Member Crisis Fund offers targeted financial support to employees experiencing financial difficulties from unexpected events.

• Financial Relief: Grants up to $5,000 for urgent and unexpected expenses.
• Broad Coverage: Covers funeral costs, medical bills, and living expenses. Supports employees affected by catastrophic events.
• Efficient Process: Streamlined application process with prompt reviews and compassionate communication.
• Wide Accessibility: Available to all active, regular full-time and part-time team members.

Empathy Paid Time Off Policy

An exemplary Empathy Paid Time Off (EPTO) policy allows employees to take necessary paid time off for personal or family emergencies, illness, and bereavement.

• Eligibility and Amount: All employees are eligible after using other available time off benefits. Up to 40 hours of EPTO can be requested.
• Qualifying Circumstances: Personal or family illness/injury, bereavement, family emergencies, and other unforeseen situations.
• Request and Approval Process: Submit a written request to HR with documentation and dates. HR and leadership review requests confidentially.

Compassionate Leave at Airbnb

Airbnb offers a generous bereavement leave policy that includes up to four weeks of paid leave for the loss of an immediate family member. What sets Airbnb apart is their focus on employee well-being beyond just leave. They provide grief counseling and mental health support to ensure employees have the resources they need to navigate their grief. The company’s emphasis on creating a supportive environment helps employees feel valued and understood during difficult times.

HubSpot’s Holistic Approach to Bereavement Support

HubSpot is known for its compassionate approach to employee support, which extends to their bereavement leave policy. Employees are given up to 10 days of paid leave for the loss of a close family member. In addition to leave, HubSpot provides access to mental health resources, including counseling and support groups. They also offer flexible work arrangements to help employees transition back to work at their own pace. This holistic approach ensures that employees have the support they need both during and after their bereavement leave.

LinkedIn’s Comprehensive Bereavement Policy

LinkedIn offers a robust bereavement leave policy that includes up to 20 days of paid leave for the loss of an immediate family member. What makes LinkedIn’s policy special is their commitment to ongoing support. They provide grief counseling services and have a dedicated team to assist employees with logistical and emotional challenges during their time of loss. LinkedIn’s focus on comprehensive support helps employees feel cared for and supported throughout their grieving process.

Salesforce’s Supportive Bereavement Practices

Salesforce provides up to 20 days of bereavement leave for employees who have lost an immediate family member. Beyond leave, Salesforce offers a wide range of support services, including counseling, financial planning assistance, and flexible work arrangements. Their commitment to employee well-being is reflected in their comprehensive bereavement support, which helps employees navigate their grief with the resources they need.

Microsoft’s Inclusive Bereavement Policy

Microsoft’s bereavement leave policy allows employees to take up to 20 days of paid leave for the loss of an immediate family member and 10 days for the loss of an extended family member. Microsoft also provides access to grief counseling and mental health resources. Their inclusive policy recognizes the diverse needs of employees and ensures that everyone has the support they need during their time of loss.

How to Implement Comprehensive Bereavement Support in Your Workplace

Assess Your Current Policy

Start by reviewing your existing bereavement leave policy. Identify any gaps or areas for improvement. Gather feedback from employees to understand their needs and preferences. Consider conducting anonymous surveys or having open discussions to gather feedback on what would be appreciated.

Develop a Comprehensive Policy

Create a detailed policy that includes all the key elements discussed. Ensure it’s easy to understand and accessible to all employees. A good policy clearly defines what bereavement leave is and when it can be used. This includes specifying who qualifies as an immediate family member and outlining any exceptions.

Communicate the Policy

Clearly communicate the new or updated policy to all employees. Use multiple channels such as email, company intranet, and team meetings to ensure everyone is informed. Make sure employees know who to contact for leave requests and provide clear documentation guidelines.

Provide Ongoing Support

Continually offer support services and resources to grieving employees. Regularly review and update the policy to ensure it meets the evolving needs of your workforce. Providing access to support services such as grief counseling, employee assistance programs (EAP), and support groups can help employees cope with their loss more effectively.

• Grief Counseling: Professional counseling services.
• EAP: Access to mental health resources.
• Support Groups: Group sessions with other grieving employees.

Train Managers and HR Staff

Train managers and HR staff on how to handle bereavement leave requests with sensitivity and compassion. This includes understanding the policy, recognizing the signs of grief, and offering support. Sensitivity training can help ensure that managers handle these situations with the care and empathy required.

Foster a Supportive Workplace Culture

Encourage a culture of empathy and support within the workplace. This can be achieved by normalizing conversations around grief and loss, and ensuring that employees feel comfortable seeking support when needed. By fostering an environment where employees feel valued and supported, companies can enhance overall morale and productivity.

Conclusion

A well-crafted bereavement leave policy is crucial for supporting employees during one of the most challenging times in their lives. By providing adequate leave, flexible options, and access to support services, companies can demonstrate their commitment to employee well-being and foster a compassionate workplace culture. Remember, the goal is to create an environment where employees feel valued and supported, both professionally and personally. Implement these best practices to develop a bereavement leave policy that truly makes a difference. Your employees will appreciate the care and consideration, and your company will benefit from a more loyal and engaged workforce.