Losing a loved one is a difficult experience, and employees often need time off to grieve and manage funeral arrangements. Bereavement leave policies help provide the necessary support, ensuring that employees can focus on their personal well-being without worrying about work commitments. In this guide, we explore the details of bereavement leave in Singapore, including eligibility, company policies, and alternative options available to employees.

What is Bereavement Leave?

Bereavement leave, also known as funeral leave, is a type of leave granted to employees who have experienced the loss of a close family member. It allows employees time off to grieve, make funeral arrangements, and attend ceremonies. While this leave is common in many workplaces, its specifics vary based on company policies and labour laws.

What’s the Difference Between Bereavement Leave and Compassionate Leave?

Although often used interchangeably, bereavement leave and compassionate leave serve slightly different purposes. Bereavement leave is specifically for employees dealing with the loss of a family member, while compassionate leave is a broader term that may also cover serious illnesses or emergencies involving immediate family members. Some companies offer both types of leave separately, while others group them together under a single policy.

Is Bereavement Leave Compulsory in Singapore?

Currently, bereavement leave is not mandated by Singapore’s Employment Act. Employers are not legally required to provide bereavement leave, meaning policies vary across organisations. However, many companies recognise the emotional and logistical difficulties of losing a loved one and voluntarily include bereavement leave in their employee benefits.

How Many Days of Bereavement Leave in Singapore Can an Employee Receive?

Since there is no legal requirement, the number of days granted for bereavement leave depends on company policy. A common practice among employers in Singapore is to offer between 2 to 5 days of paid bereavement leave, particularly for the loss of immediate family members such as parents, spouses, or children. Some organisations may provide additional leave for extended family members or on a case-by-case basis.

Factors Affecting Bereavement Leave Entitlement:

• Relationship to the deceased (e.g., spouse, child, parent, sibling, grandparent)
• Company policy and employment contract terms
• Union agreements (if applicable)
• Industry practices

How to Create a Leave Policy for Bereavement Leave?

For businesses looking to implement a bereavement leave policy, here are key considerations:

1. Define Eligibility Criteria

• Clearly specify which family relationships qualify for bereavement leave (e.g., immediate and extended family members).

2. Specify Leave Duration

• Determine how many days will be granted based on the relationship to the deceased.
• Outline whether the leave is paid or unpaid.

3. Documentation Requirements

• Decide if employees need to provide proof (e.g., death certificate, obituary, funeral notice).
• Keep the process simple and respectful of employees’ circumstances.

4. Application Process

• Explain how employees should apply for bereavement leave (e.g., HR portal, email notification, verbal request).
• Allow for flexibility in urgent cases.

5. Special Considerations

• Address how bereavement leave interacts with other leave types (e.g., unpaid leave, compassionate leave, annual leave).
• Consider additional leave options for international employees who need to travel for funerals.

6. Communication and Awareness

• Include the policy in employee handbooks.
• Ensure HR and managers understand how to handle bereavement leave requests empathetically.

Can an Employer Exchange Bereavement Leave with Annual Leave?

Employers and employees can mutually agree to convert bereavement leave into annual leave if no specific policy exists for bereavement leave. However, it is advisable for businesses to provide dedicated bereavement leave instead of requiring employees to use their annual leave. Employees may also choose to take unpaid leave if they need additional time beyond what is provided.

Find out how MOM outlines that annual leave can cover several cases of special situations.

What Alternatives Does an Employer Offer to Replace Bereavement Leave?

If a company does not have a specific bereavement leave policy, alternative solutions can be offered to support grieving employees:

1. Flexible Work Arrangements

• Allow employees to work remotely or adjust their working hours to accommodate funeral arrangements and personal time for grieving.

2. Unpaid Leave

• Grant additional unpaid leave days if the employee needs more time beyond their allocated leave entitlement.

3. Use of Annual or Sick Leave

• Permit employees to utilise their annual leave or medical leave if they require more days off.

4. Employee Assistance Programmes (EAPs)

• Provide access to counselling services or mental health support to help employees cope with grief.

Let’s Implement Bereavement Leave with an Empathetic Leave Policy!

While bereavement leave is not a statutory requirement in Singapore, many employers provide it as part of their employee benefits. Employers may consider Gutsy’ Employee Management Solution to establish a clear and empathetic leave policy that ensures employees receive the support they need during difficult times. During this moment, employers should consider the emotional and practical challenges that come with losing a loved one and offer flexible, compassionate alternatives where necessary. By fostering a supportive work environment, companies can enhance employee well-being and reinforce a culture of care and understanding.