The UK government has proposed extending bereavement leave under the Employment Rights Bill. Currently, statutory leave applies mainly to parents after pregnancy loss (post-24 weeks) or the death of a child under 18.

The new rules would give employees at least one week of unpaid leave from day one of employment after the death of a close loved one. The exact definition of “loved one” is still to be confirmed, but is expected to include immediate family. Full details of the proposed changes are still to be confirmed.

Commenting on what these changes mean for employers, Helen Dyke, Senior Employment Solicitor at Harper James, says:

“The government’s commitment to extending bereavement leave through the Employment Rights Bill signals a shift in how employers will need to support staff experiencing loss. While it is positive to see day-one rights for parents facing pregnancy loss at any stage, as well as the introduction of at least a week of unpaid bereavement leave for other close relationships, these changes will inevitably create new obligations and challenges for employers.

 “Employers need to take practical steps to review and update their policies and contracts. Managers should be trained to handle bereavement leave requests sensitively and consistently, while balancing the operational pressures of potentially sudden staff absences.

 “Although the additional bereavement leave is largely unpaid, there is an opportunity here for employers to go further by enhancing compassionate leave policies as part of their wider wellbeing and retention strategy. Doing so can help foster a positive workplace culture and demonstrate a genuine commitment to supporting employees through some of life’s most difficult moments.

 “In short, while these reforms may add to the administrative load, they also present a moment for businesses to strengthen trust and loyalty among their workforce. Employers must act now to prepare for these changes before they become law.”