A Guide to Bereavement Leave Policies in India

Onsurity Editorial
November 27, 2024
8 min read

Table of Contents

Bereavement Leave

Policies about employee leaves are an essential component of human resource management everywhere. The finest rules are consistent, equitable, and compliant with local labor regulations. Maternity leave, bereavement leave, sick leave, and casual leave are among the different types of leave.

Studies show that proper leave policies boost employee satisfaction and well-being. However, data shows that 46.8% of regular-wage and salaried persons in India are not eligible for paid leave.

There are signs that this is changing. For example, a recent report says that many companies allow their workforce more time off during the festive season to improve work-life balance.

Bereavement leave in India is an important aspect of such company policies. It shows that the company cares for employee well-being during grief and sorrow. Let us take a look at the best ways to approach bereavement leave.

What Is Bereavement Leave?

Bereavement leave, also known as death leave, is the time off from work that employers offer to their employees after the death of a close family member, such as a grandparent, parent, sibling, spouse, in-law or child. Employees are given the chance to cope with the loss, go to funerals, and make any necessary preparations.

There is no general duration of bereavement leave. It varies from company to company and can range from a few days to longer, depending on individual cases.

Legal Framework for Bereavement Leave in India

There is no specific law relating to bereavement leave policy in India. The nature and duration are left to individual employers.

Often, a compassionate bereavement leave policy is part of the overall benefits and wellness plans offered by companies.

In the United States, too, there is no such national policy. Some states offer their guidelines: in California, for example, employers with five or more employees need to grant up to five days of unpaid grievance leave for the death of close family members, including a spouse, child, or parent.

Companies in India that offer one to five days of bereavement vacation include Cipla, Infosys, and Tata Consultancy Services. Employees should be aware of their own company’s maternity leave policy to comprehend their rights and privileges.

Relevant read: Paternity Leave in India

Importance of Bereavement Leave

Bereavement leave serves several important purposes for both the employee and the employer.

Here are the main ones:

1. Well-Being and Mental Health

Processing the loss of a loved one takes time and space. Employees can recuperate without the stress of work interfering during bereavement leave. It provides them with the chance to grieve and accept the loss.

Bereavement leave can help ease the stress and grief associated with a family loss, which can also influence mental health. If not, burnout and other mental health problems may result.

2. Productivity and Focus

It is impossible to expect grieving employees to continue producing at their current level.

According to a study, individuals must balance two responsibilities when they return to the workplace following a personal loss: their position as grievers and their function at work.

The two are frequently incompatible, which has a significant impact on productivity, well-being, and the quality of work. Employees who receive enough bereavement leave can deal with their loss and achieve emotional equilibrium.

3. Employee Morale

A well-crafted bereavement leave policy demonstrates an employer’s readiness to assist staff members during a trying time. This mindset might improve staff morale in numerous ways. A happy work environment has been demonstrated to significantly and favorably impact organisational innovation.

Another Indian survey reveals that as many as 90% of employees who rate their organisational culture as poor have considered quitting.

Eligibility Criteria for Taking Bereavement Leave in India

Employees should consult their company’s specific bereavement leave policy to know the exact criteria. These can vary from employer to employer.

However, here are some common guidelines across companies:

1. Relationship

The deceased person should be a close relative of the employee. In general, this means family members such as:

Spouse
Parent
Child
Sibling
Grandparent
Grandchild
In-laws

2. Proof of Death

Some employers need documentation of the deceased person’s passing before granting bereavement leave. It can be a notification of a prayer meeting, an obituary in the newspaper, a death certificate, or other public statement.

3. Timeframe

Bereavement leave is usually granted immediately after the death occurs.

4. Duration

The duration of bereavement leave is flexible. In some companies, it may be a few days. In others, it could extend to some weeks. The company should have a policy governing the duration of paid and unpaid leave.

5. Employment Status

Before an employee can request bereavement leave, some companies may require that they have been confirmed or have worked for them for a certain period.

Quick read: Employee Benefits in India

Bereavement Leave Policies in Private vs. Public Sector

As we have pointed out, there is no mandatory fixed bereavement leave policy that applies in all cases. Public and private sector companies may have their own guidelines.

Here’s a look at some of them:

Public Sector Bereavement Leave Policies

In the public sector, bereavement leave is granted depending on the policy of the concerned department. This is because there is no standardised labor law that applies to all.

Here are some examples of public sector company policies:

It has been reported that at “India Post” employees are provided with three days of leave for the death of a spouse or child and one day for parents or in-laws.
Similarly, “Indian Railways” provides seven days for spouse or children and one day for parents and other close family members.
State Bank of India provides a one-week paid leave on the loss of a family member.

Private Sector Bereavement Leave Policies

Similarly, private sector companies have their own rules governing bereavement leave. Earlier, we had mentioned the policies of companies such as Tata Consultancy Services, Infosys, and Cipla.

Here are some more:

Accenture, TCS, and Infosys offer 1 to 5 days of paid bereavement leave.
Capgemini offers 10 days of paid bereavement leave.
Flipkart has a provision for indefinite bereavement leave.

In addition, companies could have other stipulations regarding the maximum period of bereavement leave. For example, leave could be granted only to immediate family members.

Many businesses understand the importance of having a policy that shows sympathy for employees in trying times. In the event of a very close relative, they might loosen the rules or permit an employee to take more unpaid mourning leave.

Also read: Top 10 Monetary and Non-Monetary Benefits to Offer Employees

Impact of Bereavement Leave on Employees and Companies

Bereavement leave policies have to be handled sensitively. We have mentioned its importance in an earlier section.

Here is a closer look:

Benefits to Employers and Employees

Bereavement leave benefits both employees and employers. For employees, it provides essential time to grieve and manage personal matters, helping them return to work with better mental clarity and focus. This leads to increased productivity and overall well-being.

Employers who offer supportive leave show they care, boosting loyalty and improving retention rates. It also minimizes disruptions by reducing unplanned absences or reduced performance due to emotional distress.

Overall, offering bereavement leave strengthens a company’s reputation and demonstrates ethical responsibility, building trust and enhancing employee satisfaction.

Impact on Employer-employee Relationship

Offering bereavement leave can strengthen the bond between an employer and employee. Employees who feel comfortable and supported are more likely to be engaged and productive when they return to work.

Maternity leave regulations must be applied consistently and equitably. The length and document criteria must be strictly followed.

Employers can promote a more positive and healthy work environment by providing remote or hybrid work choices. Another beneficial component is providing counseling and well-being services for employees.

Also read: Top 15 HR Challenges and Solutions

How Employers Can Develop Compassionate Bereavement Leave Policies

The following are some steps by which companies can come up with fair and sensitive bereavement leave policies to help employees.

Tips for Employers

Clear Guidelines: Be specific and clear about factors such as the eligibility, duration, and documentation needed for bereavement leave. These guidelines will ensure consistency and fairness across the board.

Flexible Arrangements: If the nature of the work permits, employees can be given a reduced workload. Perhaps they could be asked to work from home for some time. This step can help to balance grief with their work responsibilities.

Resources and Support: Employees can be given counseling, access to support groups, and other resources that can help them handle their emotions during this time.

Empathy: It is important to show compassion during a period of bereavement. Be respectful of the employee’s feelings and avoid undue pressure.

Creating a Supportive Workplace Culture

Encourage Open Communication: Promote healthy communication among employees. Allowing them to express feelings and concerns in an open environment.

Show Empathy and Compassion: Promote empathy among employees through a series of initiatives such as training programs and team-building activities.

Offer Flexibility: Allow employees to work to their schedules as needed. This can help to reduce further stress.

In general, according to the Harvard Business Review, managers can help their grieving team members in 3 ways:

1. By being present in moments of loss
2. By being patient with the absence or inconsistency of a teammate.
3. Be open to his/her new beginning

Also read: 10 Ways to Improve Work-Life Balance for Your Employees

Bereavement Leave in India: The Way Ahead

Many companies in both the private and public sectors in India have specific bereavement leave policies. However, the lack of a standard legal framework leads to inconsistency across regions and sectors. During a time of loss, employees may face uncertainty and receive inadequate support.

Formal legislation or guidelines governing bereavement leave will go a long way in improving this. Such principles can provide a clear map for employers. They will ensure consistency and fairness. With a standardised bereavement leave policy, the country and its companies will demonstrate a commitment to the welfare of employees. The result: both employee wellbeing and productivity will receive a welcome boost.

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FAQs:

1.How long is bereavement leave in India?

There is no fixed period, as it varies from company to company. In general, bereavement leave can stretch from a few days to a few weeks.

2. When can we apply for bereavement leave?

It is best to notify the company manager or head of department as soon as possible after the death. This will also allow the company to make adequate arrangements to ensure work continuity.

3. Is bereavement leave paid or unpaid?

Most companies have paid bereavement leave policies. Some of them allow extensions of leave that can be unpaid.

4. Can I split my bereavement leave into separate days?

Yes, you can split your breavement leave into separate days. It depends upon the employee who may take time off to attend a funeral, and a prayer meeting or other ceremonies that may follow.

5. Does the time that one can use bereavement leave expire?

No, it does not expire while you are working in the organisation, once you have left the organisation then you cannot use that leaves.

6. Do I need to provide documentation to take bereavement leave?

Yes, in most companies the documentation is required to provide the paid or unpaid bereavement leave. Many employers will request a formal announcement, such as a death certificate or obituary notice in the newspapers. Check with your HR for more details.

7. Can bereavement leave be taken in advance?

Generally, it is not advisable to take bereavement leave in advance but in some cases, such as the critical illness of a loved one, employers may allow taking such leave in advance. It depends on the specific circumstances and the situation. It’s best to consult with your HR for more details.

8. Can bereavement leave affect my performance reviews?

No, your bereavement leave shouldn’t affect your performance reviews. Many companies aim to establish a welcoming, encouraging work environment that considers the unique conditions of their esteemed employees.

9. Are there differences in bereavement leave policies between the private and public sectors?

Neither the public nor private sectors in India have a standardised policy regarding bereavement leave. Policies can change depending on the industry and the business. The duration of the leaves could range from a few days to many weeks. It is best to review your organisation’s policies or connect with your HR.

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