What bereavement leave must employers give?
In Great Britain today, employees have a right to reasonable unpaid time off when a dependant dies, and to 2 weeks' parental bereavement leave if their child dies under 18 or is stillborn after 24 weeks. A wider right to bereavement leave, including for pregnancy loss, is expected from April 2027.
Time off when a dependant dies
Employees can take a reasonable amount of time off to deal with the death of a dependant, including arranging or attending the funeral. A dependant includes a spouse, civil partner or partner, child, parent, someone in the same household (not a tenant, lodger or employee) or someone who relies on them. There is no legal right to pay, and no legal right to time off when the person who died was not a dependant.
Parental bereavement leave and pay
Employees can take 2 weeks' leave from their first day of employment for each child who dies under 18 or is stillborn after 24 weeks of pregnancy. It can be taken as one week, 2 weeks together or 2 separate weeks, within 56 weeks of the death or stillbirth.
Statutory Parental Bereavement Pay (from 6 April 2026) is £194.32 a week or 90% of average weekly earnings, whichever is lower. It needs 26 weeks' continuous employment up to the relevant week and average earnings of £129 a week.
What is changing
Since 6 April 2026, bereaved fathers and partners can take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child's life. The government's timeline expects a new right to bereavement leave, including pregnancy loss, in April 2027, subject to Parliament.
Currently there is no statutory leave in Great Britain for a miscarriage in the first 24 weeks of pregnancy, but Acas says employers should still consider offering time off. Northern Ireland has different rules for bereavements on or after 6 April 2026.
The law
“a reasonable amount of time off during the employee's working hours…”
“in consequence of the death of a dependant…”
Sources
- Leave and pay when someone dies - Time off work for bereavement · Acas
- Statutory Parental Bereavement Pay and Leave: employer guide · GOV.UK
- Rates and thresholds for employers 2026 to 2027 · GOV.UK
- Plan to Make Work Pay and Employment Rights Act: timeline update · GOV.UK
General information for employers in Great Britain, not legal advice. Check the official sources for your situation.
- Bereaved partner's paternity leave of up to 52 weeks
- Bereavement leave, including pregnancy loss, expected (subject to Parliament)
Future dates are expected dates and depend on Parliament.
What employers can do
- Write or update a bereavement policy that says how much leave is given and whether it is paid.
- Train managers to respond with compassion and confirm arrangements in writing.
- Apply the policy consistently and avoid discrimination, for example around religious observances.
- Check eligibility for Statutory Parental Bereavement Pay promptly.
- Plan policy changes ahead of the expected April 2027 bereavement leave right.
Related answers
- What paternity and unpaid parental leave are employees entitled to? Since 6 April 2026, eligible employees can take up to 2 weeks' paternity leave and up to 18 weeks' unpaid parental leave per child from their first day of employment. Statutory Paternity Pay is £194.32 a week or 90% of average weekly earnings, whichever is lower, and still needs 26 weeks' service.
- What is changing under the Employment Rights Act 2025, and when? The Employment Rights Act 2025 is being brought in by phases. Day-one paternity and parental leave, sick pay changes and six-month tribunal time limits already apply. Next come the stronger harassment duties on 30 October 2026, a six-month unfair dismissal qualifying period from 1 January 2027 and fire and rehire protections in March 2027. Future dates remain subject to Parliament.
- What is carer's leave? Carer's leave is a day-one right for employees to take up to one week of unpaid leave every 12 months to give or arrange care for a dependant with a long-term care need. It can be taken in half days, full days or a whole week, and employers can postpone it but not refuse it.