HR Glossary
Compassionate Leave
Compassionate Leave
Compassionate leave is a type of authorised absence from work granted to employees facing distressing personal circumstances, typically involving the serious illness or death of a loved one. It allows individuals time away from work to grieve, make arrangements, or manage urgent family situations without the additional pressure of work obligations.
Although there is no statutory right to paid compassionate leave in the UK, many employers choose to offer it as part of a supportive and inclusive workplace culture.
What Does Compassionate Leave Cover?
Compassionate leave may be granted for situations such as:
- The death of a close family member (e.g., parent, child, spouse, sibling)
- A loved one being diagnosed with a terminal or serious illness
- Attending a funeral or memorial service
- Managing a crisis involving a dependent (e.g., hospitalisation or accident)
- Caring for someone in a critical condition
Employers typically define eligibility and scope in their internal policies, and the level of discretion managers can apply.
Is Compassionate Leave a Legal Requirement?
In the UK, there is no specific statutory right to compassionate leave, but employees are entitled to reasonable unpaid time off to deal with an emergency involving a dependent under the Employment Rights Act 1996 Section 57A.
There are also two statutory forms of leave that may overlap with compassionate circumstances:
- Time Off for Dependants
Employees are entitled to take a reasonable amount of unpaid leave to:
- Provide assistance when a dependent is ill or injured
- Make arrangements for the care of a dependent
- Deal with a death, including making funeral arrangements or attending the funeral
- Parental Bereavement Leave
Eligible employees may take up to two weeks of leave following the death of a child under 18 or a stillbirth after 24 weeks of pregnancy. This leave can be paid (Statutory Parental Bereavement Pay) if qualifying conditions are met.
Best Practice for Employers
While the law sets a minimum, many employers go further by offering:
- A set number of days (typically 3–5) of paid compassionate leave
- Additional unpaid leave subject to manager discretion
- Flexible working options around the time of the event
- Employee Assistance Programmes (EAPs) offering grief counselling or mental health support
According to the CIPD’s 2022 Health and Wellbeing at Work report, 70% of UK employers offer paid compassionate or bereavement leave beyond statutory requirements.
(Source: CIPD Health and Wellbeing Report 2022 - https://www.cipd.org/uk/knowledge/reports/health-wellbeing-work)
How Should Managers Handle Compassionate Leave Requests?
Compassionate leave policies should give line managers clear guidance while allowing space for empathy and flexibility.
A good manager checklist includes:
- Listen with empathy and respond promptly
- Check the internal policy and available entitlements
- Confirm leave details in writing (dates, paid/unpaid status)
- Signpost support options (e.g. mental health services, EAP)
- Ensure a smooth return to work plan is in place
GoodShape’s absence management platform can help streamline this process by:
- Tracking compassionate leave as a separate category
- Triggering wellbeing follow-ups
- Providing real-time reporting to HR teams
- Integrating with support services like EAPs or occupational health
Sample Compassionate Leave Policy
Purpose
The purpose of this policy is to support employees during times of personal crisis or bereavement by providing clear guidance on taking compassionate leave.
Scope
This policy applies to all employees, regardless of length of service or contract type.
Eligibility
Compassionate leave may be granted in the event of:
- The death of a close family member, partner, or someone with whom the employee has a significant personal relationship
- A dependant falling seriously ill or being involved in an accident/emergency
- The need to provide care, make urgent arrangements, or attend a funeral
Entitlement
Employees are entitled to up to five working days of paid compassionate leave per qualifying event, subject to line manager approval. In exceptional circumstances (e.g. the death of a child or partner), additional paid or unpaid leave may be considered.
Additional Leave
Employees may request further unpaid compassionate leave, or use annual leave/flexible working if more time is needed. This should be discussed with the employee’s manager and HR.
Time Off for Dependants
This policy operates in addition to employees’ statutory right to take a reasonable amount of unpaid time off for dependants in accordance with the Employment Rights Act 1996.
Parental Bereavement Leave
Employees who suffer the loss of a child under 18 or experience a stillbirth after 24 weeks of pregnancy are entitled to two weeks of statutory Parental Bereavement Leave, which may be paid if eligibility criteria are met.
Requesting Leave
Employees should inform their line manager as soon as possible. We understand circumstances may make it difficult to provide full details initially. Managers will handle requests sensitively and confidentially.
Return-to-Work Support
We are committed to supporting employees as they return to work. Managers will discuss any temporary adjustments, phased return arrangements, or additional support as needed.
Further Help
Support is available through our Employee Assistance Programme (EAP), HR team, and line managers.
FAQs
Is compassionate leave always paid?
Not necessarily. There is no legal requirement for it to be paid, though many employers choose to offer paid leave as part of their policy.
Can I take compassionate leave for non-family members?
It depends on your employer’s policy. Some organisations include close friends or extended family; others limit it to dependants or immediate family.
How long can compassionate leave last?
There is no legal minimum or maximum. Most employers offer between 3–5 days, with additional time negotiable based on the circumstances.
Can compassionate leave be refused?
An employer may refuse compassionate leave if there is no entitlement set out in policy. However, time off for dependants (unpaid) must be allowed under statutory law.
Compassionate leave is more than a policy; it’s a reflection of your organisation’s values. Employers who approach it with humanity and clarity foster a culture of care, reduce long-term absence, and build stronger employee trust.
GoodShape supports organisations by providing end-to-end absence management solutions that help you handle sensitive leave with care, consistency, and compliance.