In the UK, employees are often entitled to compassionate leave. It is one of the most sensitive areas of workplace management. This office policy was generally designed to support employees during critical life incidents like a family emergency, a bereavement, or a personal crisis. In this guide, we will briefly discuss Compassionate Leave UK, the rules, and how to apply for it.
Key Takeaways on Compassionate Leave UK
- Compassionate leave is often a part of employment policy.
- The reason for compassionate leave is all-encompassing in regard to a personal crisis.
- This leave is discretionary and can be either paid or unpaid based on the company’s policy.
- Compassionate leave also encompasses time off for dependants (e.g., parents, spouse, child, etc.) and bereavement leave.
- Compassionate leave can be taken on short notice, and a close family member or friend can contact the employer on the employee’s behalf. A leave application often doesn’t require any strict formality to follow.
What Is Compassionate Leave?
Compassionate leave allows employees to take time away from work. Employers often grant this leave to provide an employee with reasonable time to deal with a serious personal matter. Employees can apply for this leave during:
- Going to a funeral or making funeral arrangements.
- Supporting a partner at the time of miscarriage or stillbirth.
- Care of a dependant after an accident or emergency admission.
- Time to mourn the loss of someone close.
- Leave for severe sickness.
- Childcare emergencies.
- Exposure to or observation of a traumatic event.
- Being the victim of a crime.
Is Compassionate Leave a Legal Right in the UK?
Compassionate leave is typically discretionary in the UK workplace. This means it is provided at the employer’s discretion, not as a right. But Acas suggests that employers should take a clear and fair approach. This fosters trust and helps maintain employee well-being in tough situations.
Do You Get Paid for Compassionate Leave?
Employers are not legally required to pay for compassionate leave, except statutory parental bereavement pay for eligible parents. But an XpertHR (now BrightMine) survey found 97.9% of organisations grant some or all bereavement leave on a paid basis.
In fact, some companies even let employees take their unused yearly paid leave (if any) to support the cause.
How Long Is Compassionate Leave in the UK?
Employees have a day-one statutory right to reasonable unpaid time off to deal with an emergency involving a dependant (ERA 1996). Any pay is at the employer’s discretion.
Most employers in the UK provide 3-5 days of paid compassionate leave on request for certain causes. However, this is subject to the terms of a contract or a staff handbook.
Difference Between Compassionate and Bereavement Leave
The United Kingdom often sees Bereavement Leave and Compassionate Leave used interchangeably by both the employee and employer, yet they have slightly different meanings in policies.
Bereavement Leave is dedicated to a death event. Compassionate Leave is a more all-encompassing leave category available for a greater range of life crises.
While compassionate leave is discretionary, bereavement leave includes one statutory exception: parents who lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy are entitled to two weeks’ statutory parental bereavement leave from day one; statutory pay applies if they have 26 weeks’ service and meet the earnings threshold.
Who Qualifies as a Dependant for Compassionate Time Off?
To apply for sabbatical leave or time off for dependants, understanding who qualifies as a ‘dependant’ is important. The term generally refers to anyone who reasonably relies on you for care or help in an emergency. For example:
- The spouse or civil partner
- Children
- Parents
- Siblings
- Grandchildren or Grandparents
- Member of the same household (e.g., caretaker).
- Sick relatives (e.g., uncle, aunt).
- Close acquaintance (e.g., a former boss/colleague, a friend, or an elderly neighbour).
When and How to Apply for Compassionate Leave UK?
The application is not subject to any specific time limits, as compassionate leave is generally issued on an immediate basis for unforeseen circumstances. In addition, you are not required to explain or prove your grief in detail. Ask succinctly and in a fact-based manner. Here’s how to proceed:
- Notify Manager Early: Call, text, or send a brief email as early in the day as possible. If you are unable to contact them due to the shock of an emergency, a family member or close friend can call on your behalf.
- Be Clear About the Need: Be direct in stating that you have had a bereavement or family emergency, and you need time off from a certain date.
- Provide an Estimated Timeframe: Share a rough estimate of the number of days or weeks you think it will take you, and let them know you’ll update them as things become clearer.
Where to Find a Template Letter for Requesting Compassionate Leave from an Employer?
While a formal email to ask for leave is often not necessary, it is appreciated for upholding professionalism even during the toughest times.
Here’s a free, ready-to-use template for requesting compassionate leave from an employer.
Subject: Request for Compassionate Leave – [Your Full Name]
Dear [Name of Manager or HR Contact],
I am writing to formally request a period of compassionate leave following the [recent passing / serious illness] of my [Relationship to you, e.g., father/sister/partner].
As you can imagine, this is a very difficult time for my family and me, and I need to take some time away from work to [attend the funeral / support my family / make necessary arrangements].
Proposed DatesI would like to request leave starting from [Start Date] and I anticipate returning to work on [Expected Return Date].
(Guidance: If you are unsure of your return date yet, you can say: “I am currently unsure of exactly how much time I will need, but I will keep you updated as soon as funeral arrangements are finalised.”)
Work HandoverBefore I begin my leave, I will ensure that:
- [Task 1] is up to date.
- [Name of Colleague] has been briefed on [Project Name/Current Task].
- My out-of-office email responder is active.
(Guidance: Mention any urgent deadlines that occur during your absence so your manager can reassign them quickly.)
CommunicationWhile I am away, I would prefer to be contacted via [Personal Email Address / Mobile Number] should there be any urgent queries. However, I kindly ask for your understanding that I may not be able to respond immediately.
I have reviewed the company’s [Employee Handbook/Compassionate Leave Policy] and understand the terms regarding [paid/unpaid] leave for this period. If there are any specific forms I need to complete or further documentation required, please let me know.
Thank you for your support and understanding during this challenging time.
Yours sincerely,
[Your Name]
[Your Job Title]
[Your Department]
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Are There Counselling Services Specifically for Grief and Bereavement in the UK?
Yes, there is an extensive range of career services, bereavement support and counselling services, from free NHS talking therapies to specialist charities. Many services are free and can be accessed via self-referral. The following are excellent national services to look into:
| Organization | Focus | Support Type | Contact |
| Cruse Bereavement Support | All ages | Free, confidential support Face-to-face sessions Local services | 0808 808 1677 |
| Sue Ryder | Adults (18+) | Free video counselling Bereavement Support | Grief support portal |
| Child Bereavement UK | Families & Youth (<25) | Helpline & specialised support | ask@childbereavementuk.org 0800 028 8840 |
| AtALoss.org | UK-wide directory to find local counsellors | Tailored local signposting | office@lossandhope.org |
| The Good Grief Trust | Peer-led network | Hub for support groups/resources | hello@thegoodgrieftrust.org |
Conclusion
While compassionate leave isn’t a statutory right, most UK employers recognise its importance. Having a clear idea about what it is and how it works is essential to knowing your rights as an employee in sensitive situations. Most UK employers are highly considerate of such causes and often offer assistance on a personal level to their employees to show support and empathy.
Frequently Asked Questions
Which companies in the UK offer paid compassionate leave?
Several large UK employers have enhanced compassionate or bereavement leave policies, generally paid. Examples include:
Deloitte: Paid leave up to 2 weeks for the death of a family member, which also includes loss during pregnancy.
The Co-op: Offers paid compassionate leave for close relatives or dependants, flexible on the specific length of the paid leave as determined by the individual’s situation.
NatWest Group: Progressive policies for families and bereavements, usually 3-5 days paid leave for close family members, plus additional discretionary days.
Which government website details employee rights for time off in emergencies?
On GOV.UK, you will find comprehensive guidance on taking time off for dependants under compassionate leave.
How do major UK employers handle compassionate leave for family emergencies?
Compassionate leave for family emergencies is managed by major employers in the UK through these steps:
- Immediate Notice: Before the shift, the employee calls or messages the manager.
- HR Logging: The manager logs the time off through the company’s HR software under ”Emergency Leave” or “Dependants Leave”.
- Task Coverage: Team members take on or redistribute the necessary work.
- Return Check-in: A brief, informal meeting is held upon return to check on well-being and adjust workloads.
Can I get legal advice on my employer’s compassionate leave refusal?
Yes, you can find free, unbiased legal and practical guidance on a compassionate leave refusal in the UK. The best places to find free, expert advice are Acas, Citizens Advice, Trade Unions, etc.
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