Bereavement Leave Policy

All employees have the right to take a reasonable period of time off work to deal with the death of a dependent. All employees of the school, whether employed on a full-time or part-time basis, are entitled to apply for bereavement leave. There is no qualifying period of service for eligibility.

The school understands the deep impact that death can have on an individual or a family and that it is a sensitive and often very distressing time for employees. This policy aims to support members of staff affected by allowing a reasonable time off work to deal with such situation.

It is recognised that bereavement impacts all individuals differently and the policy acknowledges that not all employees will need to take the full allowance, and some employees may need additional time.

In the event of the death of a close family member up to 5 working days paid leave (pro-rata for part-time employees) will be granted. A close family member can be a husband, wife, partner, parent (including step-parent), brother, sister or child (including step-children). This entitlement includes time off to attend the funeral.

In the event of the death of any other close relative not listed above i.e. grandparent or grandchild, in-law, aunt, uncle etc. the employee will be granted up to 3 working days paid leave (pro-rata for part time employees). This entitlement includes time required to attend the funeral (except where the member of staff is responsible for organising the funeral in which case additional time off may be granted).

Each request for leave will need to be judged on the circumstances of the case and the nature of the employee’s relationship with the deceased. A manager may need to make enquires as to the relationship between the employee and the deceased or if the employee is the only relative to make the funeral arrangements.

The employee should notify the Head Teacher as soon as practical of their request for bereavement leave as well as the anticipated length of time off required.

The Bereavement Leave Form should be used, although it is accepted that this form may not be completed until the employee has returned to work.

Head Teachers must be sensitive, consistent and fair when dealing with requests for bereavement leave and the application and authorisation of requests will be treated individually.

The Head Teacher should arrange an informal meeting with the employee on their return to work to discuss the request and any subsequent issues resulting from the period of bereavement leave taken.

Where an employee’s own health is affected by bereavement, they should seek advice from their GP. The employee may benefit from a referral to Occupational Health Service or the Head Teacher can provide details of the Employee Assistance Programme.

Employees who are unable or find it difficult to return to work following bereavement leave should discuss this with their Head Teacher and the possibility of taking any further period of absence as either annual leave or unpaid leave.