Understanding and Implementing Parental Bereavement Leave: A Guide for Employers NI/GB
Parental bereavement leave is a crucial aspect of employee welfare that often requires delicate handling. As an employer, understanding the nuances and legal requirements of parental bereavement leave is essential.
This article provides a comprehensive overview of parental bereavement leave, including its meaning, statutory requirements, and a practical tool—a parental bereavement leave form—that employers can use to facilitate this process smoothly.
What is Parental Bereavement Leave?
Parental bereavement leave is a statutory entitlement (GB and NI) for employees who have experienced the death of a child. This leave allows parents to take time off work to grieve and manage the immediate aftermath of such a significant loss. The provision for this leave recognises the profound impact of losing a child and aims to provide necessary support to grieving parents.
Parental Bereavement Leave: Meaning and Importance
Parental bereavement leave, meaning a period of absence granted to parents following the death of a child, is a compassionate measure that supports employees during one of the most challenging times of their lives. This leave ensures that employees have the time and space to grieve without the added stress of work responsibilities.
Statutory Parental Bereavement Leave in the UK
In the UK, the Parental Bereavement (Leave and Pay) Act 2018 was enacted in April 2020. This legislation entitles parents who lose a child under the age of 18, or a stillbirth with 24 weeks of pregnancy to take up to two weeks of leave. This leave can be taken in a two week block or as two separate weeks.
Parental Bereavement Leave UK Eligibility
To be eligible for parental bereavement leave in the UK, employees must meet specific criteria:
- They must be employees.
- They must have been employed for at least 26 weeks by the time of the child’s death.
- They must be the child’s parent or adoptive parent or have a significant relationship with the child.
Parental Bereavement Leave Policy
Employers are advised to have a clear parental bereavement leave policy. This policy should outline the eligibility criteria, the amount of leave available, the process for requesting leave, and any additional support provided by the employer. Employers should ensure that this policy is communicated effectively to all employees and is easily accessible.
Sample Parental Bereavement Leave Form
For Employer:
- Employee Name:
- Start Date:
- Date of the child’s death:
- Dates of leave commencement:
- Length of leave:
- Date of return:
For Employee:
Declaration:
I, the employee, confirm that I satisfy the eligibility requirements to request statutory parental bereavement pay. I am: (please tick one of the following)
- The child’s natural parent
- The natural parent of an adopted child, where a court order exists entitling me to see the child
- A person with whom the child was placed for adoption or foster care
- A person who lived with the child when they entered Great Britain/Northern Ireland from abroad ahead of adoption proceedings
- An intended parent under a surrogacy arrangement
- A ‘parent, in fact’, who lived with the child for at least four weeks before the child’s death and had day-to-day responsibility to care for the child in this time
- The partner of any of the above.
I confirm that the above information is true and accurate.
Employee signature:
Date:
Make Bereavement Leave Easier With HR Docs
Implementing a parental bereavement leave policy and providing the necessary tools, such as a standardised request form, are essential to support employees during their loss. Employers must be aware of the statutory requirements and ensure that their policies comply with these regulations. By doing so, they adhere to the law and foster a compassionate and supportive workplace environment.
For more information and access to customisable HR documents, including forms, policies, and templates, visit HR Docs. Sign up for free and download your first template today, ensuring your business can handle all HR needs with expertise and sensitivity.
