Bereavement leave
From April 2027 the government intends employees to have a day-one right to up to two weeks of unpaid bereavement leave after the death of a close relative, or after a pregnancy loss before 24 weeks. Until the regulations are made, only bereaved parents have a statutory right to bereavement leave.
New unpaid leave when someone close to you dies
What happened
On 22 September 2026 the government set out the new bereavement leave rules. Staff will be able to take unpaid time off when a partner, parent, adult child, brother or sister dies. Step, adopted, foster and kinship family count too. Losing a baby before 24 weeks gives up to two weeks off.
What it means for you
You do not need to do anything yet. The rules still have to go through Parliament. The government wants them to start in April 2027. Plan for unpaid leave requests from then, and note that staff can take the days when they need them.
Dates to know
- 22 September 2026The government said what the new leave will look like.
- April 2027When the government wants the new leave to start.
Source: GOV.UK, Department for Business and Trade. We check this page every week. Last checked .
Bereavement leave is a new day-one right for employees to take time off work after someone close to them dies, or after a pregnancy loss before 24 weeks. Section 18 of the Employment Rights Act 2025 creates it by widening the existing Parental Bereavement Leave rules in the Employment Rights Act 1996, which today cover only parents who lose a child under 18 or have a stillbirth after 24 weeks. The government's response of 22 September 2026 says the new leave will be unpaid, last up to two weeks and be available within 56 weeks of the loss, including as separate single days. Notice can take any form and no evidence can be required. The detail will be set by secondary legislation, which the government intends to bring into force in April 2027. Until then, employees rely on employer policies and the general right to reasonable time off for dependants in an emergency.
Who will be able to take bereavement leave?
Employees who lose a spouse, partner (living together or not), parent, adult child or sibling, including biological, adopted, step and half siblings, plus equivalent relationships for people raised in kinship or foster arrangements. Leave will also cover all types of pregnancy loss before 24 weeks, for the person who was pregnant, the other biological parent, partners and intended parents in a surrogacy arrangement.
How much leave is it, and how is it taken?
Up to two weeks, worked out from the employee's average working pattern. It can be taken within 56 weeks of the loss and in separate single days rather than one block. The period runs from the date of the death or pregnancy loss, or from the date the employee found out.
How much notice is needed, and can an employer ask for proof?
Notice is as soon as reasonably practicable, which can be the same day for leave taken in the first eight weeks after the loss, and one week's notice after that. Any form of notice is acceptable, and the government says there will be no evidence requirements.
Will bereavement leave be paid?
No. The government has said the statutory entitlement is a minimum and will be unpaid. Employers can choose to offer longer or paid leave, and the government says it supports employers who do.
What rights exist today?
Employees who lose a child under 18, or have a stillbirth after 24 weeks, can already take Parental Bereavement Leave. All employees can take reasonable time off to deal with an emergency involving a dependant, including making funeral arrangements, but that right does not cover time off to grieve. There is no statutory right to leave after a pregnancy loss before 24 weeks, although Statutory Sick Pay can apply to physical symptoms.
When does it start, and how firm is that date?
The government says secondary legislation will bring the measures into force in April 2027. As at 30 September 2026 that legislation had not been made, and section 18 has only been commenced for specified purposes, so treat April 2027 as an intention that could move. Government guidance for employers and employees is also promised.
Hiring in the UK?
What Teamed handles for you in the UK
When someone in your UK team is bereaved, Teamed as their legal employer deals with the leave request and the paperwork, so a person in grief gets time off without your managers needing to know the detail of the rules.
These sit with us
- Leave requests logged and approved on the statutory terms
- Notice and working-pattern rules applied correctly
- Time off recorded against each person's entitlement
- Any pay you choose to add processed through payroll
You keep
The relationship with your person, and the decision to offer more than the statutory minimum, such as extra days or paid leave.
The rules are not yet in force. Teamed will apply them once the regulations are made, so nothing changes for your team today.
Key figures
| Detail | Value |
|---|---|
| What section 18 does | Section 18 of the Employment Rights Act 2025 amends Part 8 of the Employment Rights Act 1996, turning Parental Bereavement Leave into a wider bereavement leave right for anyone who meets specified relationship conditions or has suffered a specified pregnancy loss. The conditions themselves are left to regulations. (source) |
| Length, window and notice | Up to two weeks based on average working pattern, taken within 56 weeks of the bereavement, including as single days. Notice as soon as reasonably practicable, the same day if within the first eight weeks and one week's notice after that. No evidence requirement. (source) |
| Who qualifies | Spouse, partner, parent, adult child and sibling (biological, adopted, step and half), kinship and foster equivalents, and pregnancy loss before 24 weeks of every kind, including terminations and IVF embryo transfer loss. (source) |
| Unpaid statutory minimum | The government response states that bereavement leave is a statutory minimum and will be unpaid; employers may enhance the length or the pay. (source) |
| Intended start | The response says secondary legislation will bring the measures into force in April 2027. No regulations had been made as at 30 September 2026, so this is a stated intention rather than a legal date. (source) |
| Commencement so far | Section 18 was commenced for specified purposes on 6 January 2026 by SI 2026/3, regulation 2(9). That enables regulations to be made; it does not bring the new right into force. (source) |
| Existing Parental Bereavement Leave | Currently available if the employee, or their partner, loses a child under 18 or has a stillbirth after 24 weeks, giving up to two weeks of leave in one-week blocks within 56 weeks. (source) |
Frequently asked questions
Is bereavement leave in force now?
No. The Act creates the right, but the detailed rules are still to be made. The government intends them to come into force in April 2027. Today only bereaved parents have a statutory right, plus reasonable time off for dependants in an emergency.
Is the leave paid?
No. The government has confirmed the statutory leave will be unpaid. Employers can add pay or more days if they wish.
Does the employee need to have worked for the employer for a while?
No. It is described as a day-one right, so there is no minimum service. It applies to employees.
Can an employer ask for a death certificate?
The government says there will be no evidence requirements for this leave, and any form of notice is acceptable.
Does pregnancy loss count?
Yes, from April 2027 on the current plan. All types of pregnancy loss before 24 weeks are covered, including terminations and IVF embryo transfer loss, for the person who was pregnant and for certain partners, other biological parents and intended parents.
UK employment law is moving fast, and commencement dates have slipped before. When Teamed is your legal employer, we track every change and update your contracts, policies and payroll as the law lands, so you never have to read a roadmap to stay compliant.
