HR Glossary  /  Compassion Leave
Compassion Leave7 min read
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What is Compassion Leave?

Life doesn’t always go according to plan. While many days are routine, some are unforgettable—and not always for the best reasons. When employees experience major life events like the loss of a loved one, a family member’s critical illness, a life threatening illness, or another personal crisis, they need time to step back from work and focus on what really matters. This is where compassion leave comes in.

Unlike vacation or sick leave, compassion leave, sometimes called bereavement leave, provides employees with the time and support they need to process unexpected, emotionally challenging events. Compassion leave policies recognize that certain events can affect employees’ mental health, productivity, and overall well-being, and that stepping away from work during these times is essential for personal and professional balance. In this article, we’ll explore compassion leave in depth, including who qualifies, how companies can support employees, and how compassion leave differs across various regions and workplaces.

Compassion leave is intended for situations where employees face significant personal challenges that prevent them from focusing on work. This type of leave gives them the chance to address these events head-on without the added stress of balancing work responsibilities. Here are some common situations where compassion leave might apply:

  • Bereavement: The death of a close family member, such as a parent, spouse, or child, typically warrants time off to grieve, handle funeral arrangements, and offer family support. This includes the loss of an employee's spouse, which often grants three to four days off.
  • Serious Family Illness: If a family member is dealing with a critical illness or injury, employees may need to step in to provide care, attend medical appointments, or help with daily needs. If an immediate family member is affected, the leave duration may be longer.
  • Family Crises: Events like a loved one’s accident, hospitalization, or another sudden emergency often require an employee’s full attention and emotional support.

Compassion leave isn’t for planned medical procedures or personal vacations—it’s for those rare, unforeseen events that demand immediate and undivided focus. By understanding when compassion leave applies, both employers and employees can better navigate these difficult times together.

Compassion leave and bereavement leave are often used interchangeably, but they aren’t quite the same. Bereavement leave specifically refers to time off granted following the death of a loved one, typically for the purpose of grieving, arranging or attending funeral services, and supporting family members. Compassion leave is broader, covering not only bereavement but also other compassionate scenarios, such as caring for a critically ill family member or managing a family emergency.

While bereavement leave usually has a set policy—often two to five days, depending on the employer—compassion leave policies are sometimes more flexible. This flexibility can be particularly helpful when dealing with long-term family illnesses or other situations that don’t fit neatly into a bereavement policy. Many employers opt to include both compassion and bereavement leave in their policies, offering employees a wider range of support for various personal crises. Additionally, parental bereavement leave, introduced on April 6, 2020, is a legal entitlement in the UK that allows parents two weeks off following the death of a child or stillbirth.

Who is Eligible for Compassion Leave?

Eligibility for compassion leave depends on several factors, including the employee’s type of employment and the company’s specific policies. Here’s a closer look at eligibility criteria that may influence access to compassion leave:

  • Employment Status: In general, full-time employees are more likely to have compassion leave entitlements, often outlined in their employment contracts. Part-time and temporary staff may have different requirements, and their eligibility for compassion leave may depend on company discretion.
  • Relationship with the Affected Individual: Compassion leave is most often granted for immediate family members (spouse, child, parent), though some companies extend it to other close relationships, such as grandparents, siblings, or even close friends. Employers can define which relationships qualify, helping to avoid confusion when employees request leave.
  • Company-Specific Policy: Every organization’s policy is unique, and while some companies include compassion leave in standard leave offerings, others may require employees to use vacation or personal days in such circumstances. Clear guidelines on who qualifies and for how long help ensure consistent application across the organization.

In short, eligibility for compassion leave is typically guided by employment type, relationship to the affected individual, and organizational policy. This information should ideally be communicated in employee handbooks or policy documents so that employees know their rights before they need to request leave.

How Much Paid Compassionate Leave Do Employees Get?

The duration of compassion leave varies based on company policies, the nature of the crisis, and, in some cases, local laws. Here’s a breakdown of common practices:

  • Paid vs. Unpaid Leave: Some employers offer paid compassion leave to allow employees time to process without financial stress. However, others may provide unpaid compassion leave or require employees to use accrued vacation or personal days for extended absences.
  • Leave Duration: Compassion leave policies typically range from two to five days for immediate family bereavement. However, some situations—such as caring for a family member with a terminal illness or serious illness—may require additional time. In these cases, employees might request further unpaid leave, which is often at the employer’s discretion.

While each organization may define its own compassion leave limits, many companies prefer to handle complex cases individually. By treating each situation uniquely, employers can better support employees without strict, one-size-fits-all policies that may overlook unique needs.

How to Request Compassion Leave

Requesting compassion leave, or request compassionate leave, can feel uncomfortable, especially during times of emotional distress. However, following a structured process can help ensure a smooth transition for both the employee and the employer:

Notify Management Quickly

Employees should aim to notify their supervisor or HR department as soon as they know they’ll need leave. Even a brief email or call can help management prepare for the employee’s absence.

Provide Documentation if Required

Some companies may request documentation to verify the need for leave, such as a death certificate, medical record, or other proof. This is especially common when leave is extended beyond typical limits.

Discuss Leave Duration

Open communication about how much time is needed can help ensure everyone is on the same page. Some companies offer specific leave durations, but employers may accommodate additional days when necessary.

Coordinate Task Coverage

If possible, the employee can help delegate or prioritize tasks before taking leave. This not only eases the burden on colleagues but also provides peace of mind that work responsibilities are covered.

By following these steps, employees and employers can work together to manage compassion leave requests, keeping both business needs and employee well-being in mind.

Having a compassion leave policy is a sign of a caring workplace. Here are some ways employers can create policies that help employees feel supported during difficult times:

So compassionate leave is crucial for HR leaders to support employees during unexpected life events such as death or illness, emphasizing the need for fairness and empathy within the workplace.

Clarify Compassion Leave Scope

Define the situations that qualify for compassion leave. This might include bereavement, family illness, or other emergencies. A well-defined policy helps ensure employees know what to expect.

Train Managers on Empathy and Flexibility

Managers who approach compassion leave requests with empathy and understanding make a big difference. By training managers on active listening and providing flexibility, companies can create a supportive environment where employees feel comfortable seeking help.

Foster an Open and Supportive Culture

When compassion leave is normalized, employees are more likely to ask for leave when they truly need it. This can help foster loyalty and respect within the team, reducing the stress and stigma associated with taking time off for personal reasons.

Compassion leave regulations vary widely across countries. Here’s an overview of common practices in different regions:

  • Canada: Many Canadian provinces offer unpaid bereavement leave, though the length varies. In some cases, employees may qualify for paid leave if they work in sectors governed by federal regulations.
  • Australia: Under Australia’s Fair Work Act, most employees are entitled to two days of paid compassionate leave for immediate family illnesses or bereavement. This paid leave can be taken per occasion, ensuring employees aren’t financially penalized for needing time to handle personal crises.
  • United Kingdom: While there is no specific statutory bereavement leave entitlement in the UK, employees have the right to take a “reasonable” amount of unpaid time off for family emergencies, including bereavement. Many employers, however, offer paid bereavement leave as part of their policies.

Companies should review local labor laws to ensure compliance and set expectations for employees regarding compassion leave policies.

How do companies manage multiple compassion leave requests within a short period?

Compassion leave requests can sometimes overlap, especially in larger teams or during challenging times. Having a clear policy in place can help by outlining how leave will be managed and prioritized. If necessary, consider flexible arrangements, temporary coverage solutions, or cross-training to support ongoing projects and team needs.

Can compassion leave be restricted to an immediate family member only?

Many companies limit compassion leave to immediate family members, but some offer leave for extended family or close friends as well. If possible, consider being flexible and treating requests individually. This flexibility can build goodwill and show that the company values its employees’ relationships and mental health.

How can businesses support employees when they return from compassion leave?

Supporting employees after compassion leave is crucial for a smooth transition back to work. A check-in meeting allows employees to discuss their needs and any accommodations that might ease their return. Additionally, fostering a respectful team environment can help employees feel comfortable as they readjust.

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