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On 22 September 2026, the government published their long-awaited response to their consultation seeking views on extending employees\u2019 entitlement to bereavement leave following the death of a loved one.<\/p>\n
Whilst many employers already choose to support their employees via specific compassionate leave policies, and there are already provisions in place for \u2018parental bereavement leave\u2019, many people still find themselves having to manage grief without the right to take time away from work.<\/p>\n
The consultation sought views on wider eligibility to bereavement leave, focusing on the types of relationships that should apply, when and how leave should be taken, how much leave should be available and over what time period. It also asked for views on notice and evidence requirements.<\/p>\n
The government response indicated that new rights to statutory bereavement leave will be introduced in April 2027, with further guidance for employers and employees being produced in readiness for its introduction.<\/p>\n
HR teams and managers will need to get to grips with new entitlements to leave that encompass a much wider range of situations, and it will be necessary to ensure systems are in place to accurately record and monitor these absences, potentially in conjunction with other types of leave, such as sick leave.<\/p>\n
Although new legislation requires employers to focus on written policies and procedures, it is of course important to keep in mind that grief is very personal and impacts all of us differently. A sensitive and compassionate approach will help ensure that every employee feels supported and valued, whether they prefer to continue to work or wish to take time away from work.<\/p>\n
The introduction of new legislation offers employers the opportunity to review how effective their policies and procedures are and to evaluate existing handbooks and employee support offerings.<\/p>\n
If you would like to discuss updates to your policies or procedures in light of the significant reforms introduced by the Employment Rights Act 2025, please contact our Employment & HR<\/a> team.<\/p>\n<\/div>\n