Bereavement Leave Requirements by Country (2025 Employer Guide)

Key Takeaways

Bereavement leave is time off when someone close to an employee dies, but rules differ by country.
Some countries require paid leave by law; others leave it up to the employer.
Many companies go beyond the law, offering extra days off, counselling, or flexible return arrangements.
Cultural, religious, and family traditions affect how much leave employees need.
Startups and global teams benefit from flexible, inclusive policies for special circumstances like child loss, trauma, or chosen family.
Modern policies often cover pets, miscarriages, and non-traditional families to be fair and supportive.
Platforms like Teamed Global help employers manage bereavement leave across countries and ensure compliance while supporting employees.

We’ve all lost someone we cared about at some point in our lives, and we understand how difficult that can be. During such times, even a little support from work can make a big difference. For companies with teams spread across different countries, offering that support truly matters. It is not just about following policies; it is about “being there” for your people when life gets hard.

But here's where it gets confusing: Bereavement leave works differently everywhere. Some places require paid time off by law. Others don't mention it at all. What one country sees as normal might be totally optional somewhere else. Sounds hard to understand? We'll make it clear.

This guide covers bereavement leave across different countries in 2025. You'll see what the laws say. You'll learn what good employers do. And you'll find out how to create a policy that actually helps your team.

What Is Bereavement Leave and How Does It Vary Globally?

Bereavement leave is time off when someone close to an employee passes away. But not every employee gets this leave the same way. Basically, they change based on where your employees work. So you need to know what applies where.

How is bereavement leave legally recognised in different countries?

As said above, laws are different everywhere. Some countries treat it as a basic right. At the same time, others leave it up to the employer completely.

For example:

European countries usually have the strongest rules.
In Asian countries, you will find mixed sorts of rules.
America falls somewhere in between; some progressive, some barely anything.

Note: There's an international guideline available too, called the ILO's Family Responsibilities Convention. It’s meant to guide how countries support workers who have family duties. But not every country follows it.

What's the difference between statutory and supplementary bereavement leave?

Statutory leave is what the law requires. The minimum. Supplementary leave is anything extra a company adds on top.

Many companies give more than what's required like extra days off. At times, they offer counseling support too. And this extra bit shows employees you actually care. It goes beyond just checking boxes.

How does cultural context impact bereavement expectations at work?

To be precise, culture matters a lot here. For example, in some places, the whole mourning procedure can last weeks. In others, people are expected to go back to normal life faster.

Then, religion plays a part too. To give an instance, Islamic traditions have certain mourning periods. Similarly, Hindu practices involve extended family duties. Christian communities often focus on funeral support.

Overall, when these differences are understood, policies can be created that work for everyone. After all, what feels right in one culture might not in another.

Which Countries Mandate Bereavement Leave in Law?

Legal requirements change a lot by location. Here's what matters for major markets.

Is bereavement leave required in the US?

No federal law exists in the US.

States make their own rules. Most don't require anything.
Oregon has some limited requirements.
Generally, American employers don't have to offer bereavement time. Many do. It's just not mandatory.

This creates issues for global companies. US employees might get less than colleagues elsewhere.

What are bereavement leave rights in Canada?

Canada is more considerate.

The Canada Labour Code covers federal employees.
Five days are given for immediate family deaths.
Family is defined broadly: grandparents, in-laws, grandchildren included.
Provincial laws often add more.
Quebec and Ontario are especially generous.

How many days of bereavement leave are allowed in the UK?

The UK has specific rules for certain situations.

Parents who lose a child under 18 get two weeks paid. This came from Jack's Law.
For other family deaths, there's no set requirement.
However, employees can take "reasonable time off" for family emergencies. Funerals usually count.

Note: The UK Gov Statutory Leave Guidance explains current rules. You can get yourself acquainted with the latest updates.

What is the legal bereavement leave in Australia?

Australian rules are not overly complicated as well.

Australia gives two days of compassionate leave per occasion.
National standards are set by the Fair Work Ombudsman.
This applies when the immediate family dies or faces serious illness.
The term family covers parents, grandparents, children and siblings.
Casual workers don't get paid leave. They can take unpaid time, though.

Does South African law require employers to offer compassionate leave?

South African law is more progressive than that of many African countries.

South Africa has family responsibility leave.
It covers deaths and other family emergencies.
Employees get three days per year, and this includes time off for a death in the family.

What bereavement leave is mandated in India?

In India, there is no national law that says companies must give bereavement leave. A few states have their own rules, but many companies still give it anyway. Usually, employees get 5–7 days off when a close family member dies.

How is bereavement leave regulated in the EU?

The EU directive doesn't specifically require bereavement leave. Individual countries often provide it, though. And generously. For example:

France gives three days for a spouse or partner. One day for parents or children. Other relatives get varying amounts.
Germany typically provides one to three days. Depends on the relationship. Spain offers two to five days. More if travel is needed.
Italy gives three days for the immediate family. Some regional differences exist.
The Netherlands bases it on agreements between employers and workers. Usually quite generous.

What are bereavement leave policies in the Middle East and the Gulf?

Gulf countries often give generous time off. Islamic traditions influence this. To help you understand better:

UAE law provides three to five days. Depends on the family relationship.
Saudi Arabia gives three days for the immediate family. Extensions possible for religious reasons.
Qatar is similar. Companies often add more in competitive job markets.

What protections exist in LATAM for bereavement leave?

Latin American countries vary quite a bit. To be precise:

Mexico gives one day under federal law. Many companies offer more.
Brazil provides two days. Some regional differences apply.
Argentina offers three days for the immediate family. More if travel is required.
Colombia gives five days for a spouse or partner. Less for other family members.

What bereavement leave rules apply in China, Japan, Korea, and SEA?

Asian countries show different approaches:

China doesn't require it nationally. Many provinces require three to five days, though.
Japan has no legal requirement. Companies usually give five to seven days voluntarily.
South Korea provides five days by law.
Singapore doesn't mandate anything. Left to employers.
The Philippines offers three days under the labour law.
Indonesia provides two days for the immediate family.
Vietnam gives one to three days. It depends on the relationship.

What Are Common Employer-Paid Bereavement Leave Policies?

Good companies do more than the law requires. Here's what they actually offer.

How do leading companies go beyond compliance with bereavement leave?

Top employers often give one to two weeks of paid leave. This mainly applies to immediate family deaths. Some give even more for spouse or child losses.

Family definitions get expanded, too. To be more clear:

Chosen family included.
Close friends.
Even pets sometimes.

Moreover, extra support gets added like counselling services, flexible return options and lighter workload when they come back.

What's the best practice bereavement policy for distributed teams?

A team which is basically distributed across the world needs flexibility. Thus, employers should create policies that work across cultures and time zones. Moreover, family definitions should respect local customs. Lastly, travel time needs to be considered; funerals might be far away.

But how is that possible for an employer to manage? That's where we enter! We, at Teamed Global, help companies manage this coordination.

How much bereavement leave is typically offered for remote or emerging markets?

Remote workers face unique challenges. Extra travel time might be needed. Extended family obligations exist in some cultures.

In such scenarios, leading companies adjust for local customs. For example, they provide longer time off when mourning traditions require it.

Should startups offer extended leave for special circumstances (child, spouse, or trauma)?

Startups can make a real difference by offering extra leave for special situations. Losing a child or spouse can take weeks to cope with, and serious trauma may need even more time. Providing extra days off and even professional support shows employees that the company truly cares.

When Should Employers Extend Bereavement Benefits Beyond the Legal Minimum?

Going beyond legal requirements makes sense in this specific case!

How does extending compassionate leave impact employee retention?

Generous policies affect loyalty. People remember how they were treated during hard times.

For instance, SHRM research shows compassionate leave reduces turnover. Employees who feel supported stay longer.

It's low-cost protection against losing good people.

Should you offer leave for miscarriages, pet loss, or chosen family?

Modern workplaces recognise different types of grief. Miscarriage leave acknowledges pregnancy loss as real bereavement.

Pet loss matters to many people. Pets are family to them. Chosen family recognition supports LGBTQ+ employees and others with non-traditional families.

These policies show inclusive values.

What are the ethical and DEI considerations in global bereavement policy?

Fair policies work across cultures and family types. Traditional nuclear family definitions exclude many people.

Different mourning practices need recognition. Religious requirements vary. What works in Western cultures might not elsewhere.

How do bereavement policies reflect your company culture internationally?

Your policy sends signals. Generous policies show you value wellbeing over pure productivity.

Restrictive policies might save money short term. But culture and retention suffer. For global teams using platforms like Teamed, consistent, compassionate policies help build a unified culture.

How Can Global Employers Stay Compliant with Bereavement Leave Laws?

Compliance across countries gets complex.

What are your compliance risks across 180+ countries?

Every country has different rules. Some change often. Staying updated requires constant monitoring.

Risks include legal penalties, employee claims, and reputation damage. Some places have big fines for violations.

How often do bereavement leave laws change?

Laws change regularly. Governments respond to social pressure. Progressive countries often expand requirements.

Recent changes include parental bereavement in the UK. Expanded family definitions in various EU countries.

How can you verify employee eligibility and documentation?

Different countries need different documentation. Death certificates in some places. Simple statements in others.

Verification must balance compliance with dignity. Nobody wants extra stress during grief.

What's the most efficient way to centralise leave compliance across borders?

Teamed's platform helps manage complex requirements across countries. Centralised systems ensure consistent application while meeting local laws.

How Should Employers Handle Bereavement Leave for Contractors and Freelancers Internationally?

Independent workers often lack protections.

Most countries don't extend leave to contractors. They're classified as independent businesses.

Some jurisdictions blur the lines, though. Misclassified workers might have employee rights.

Should you offer equivalent time off to freelancers as part of good practice?

Forward-thinking companies extend consideration to contractors. Timeline adjustments. Project pauses. Not necessarily paid leave.

Good practice builds loyalty. Recognises contractors as human beings.

How does Teamed's platform treat time-off policies for remote contractors?

Teamed Global provides flexible solutions for contractor relationships globally. Guidance is included in support during personal crises.

What Should a Global Bereavement Leave Policy Include?

Complete policies need clear documentation. Let's get into the details below.

What details must be documented in a compliant bereavement policy?

Family relationships should be defined clearly. Leave duration specified. Pay arrangements explained. Required documentation listed.

Notification requirements matter. Return-to-work procedures, too. Travel time and flexible arrangements for distributed teams should be addressed.

How should global teams coordinate bereavement leave announcements and handovers?

Clear communication helps teams manage workload during absences. Backup contacts get designated. Handover procedures documented.

Time zones matter. Cultural sensitivities, too. Some cultures prefer privacy. Others appreciate open acknowledgement.

How can HR technology support global leave tracking and cross-border compliance?

Modern HR systems track leave across jurisdictions. Automated systems reduce burden and risk.

Payroll integration ensures proper pay during leave.

What's Next for Bereavement Leave Globally? (2025 and Beyond)

Overall, trends are shaping the future of policies. To be specific, more countries are expanding requirements. This includes longer leave periods favoured and broader family definitions, too.

Then, mental health awareness also drives changes. For example, grief is being recognised as needing substantial recovery time. Ultimately, flexible, generous policies become competitive advantages for attracting talent.

The future points toward more generous, flexible policies globally. Companies adapting early will have advantages in talent attraction and retention. For employers managing global teams, platforms like Teamed provide support for navigating complex requirements. Compliance gets maintained. Employees get support during difficult times.

‍