It is our intention to respect the sensitive circumstances that arise if you suffer bereavement whilst in our employment and we will make adjustments where appropriate.
We recognise that the loss is of a child is devastating. If you suffer, or have suffered the loss of a child, on or after 6th April 2020, then parental bereavement will apply, as explained in the section below.
Unless it is the death is of a child under 18 then where a member of your immediate family, dies, is seriously ill or is in severe distress, you will be entitled to 2 days paid bereavement leave.
(Immediate family is regarded as husband, wife, partner, father, mother, son, daughter, sister, brother, father-in-law or mother-in-law, or any person where you are acting as the nearest living relative. Half-brothers and sisters, adopted parents step-parents or children are included.) A one-day paid bereavement leave will be granted on the death of a grandparent.
Depending on your relationship with the person who has died and the circumstances of the death we recognise that you may need extended leave. You may take this from holiday entitlement or take unpaid time.
If your religion or culture requires you to observe any particular practices or make special arrangements that may affect your employment please let us know.
In any event, you should speak to the Finance Manager as soon as possible to let him or her know your situation. If you have any concerns please see the section below.
Statutory parental bereavement leave
If you lose a child under the age of 18, or you suffer a stillbirth after 24 weeks of pregnancy, you have the right to 2 weeks’ statutory bereavement leave. If you are eligible for statutory pay this will be at the statutory minimum rate.
You qualify for this leave if you are the birth parent, the partner of a birth parent or an adoptive parent.
Please contact the Finance Manager as soon as possible and preferably before you would have been due to start work. You can do this by any reasonable means, but we would prefer to speak to you.
You can take the leave as:
- a single block of two weeks; or
- two separate blocks of one week at different times.
You can take the weeks at any time up to 56 weeks from the date of your child’s death (or stillbirth). You might, for example, decide to take the 2nd week of your leave around the anniversary of your child’s death.
If it is more than 56 days since your loss, then you need to give the Finance Manager a week’s notice.
During parental bereavement leave, all your terms and conditions of employment, except normal pay, continue. Your length of service continues and you will return to the same job.
Statutory parental leave pay
To qualify you need
- at least 26 weeks’ continuous employment by the week before the week in which your child passed away; and
- normal weekly earnings in the eight weeks up to the week before the child’s death of no less than the lower earnings limit for national insurance contribution purposes.
You must give us, via the Finance Manager:
- notice of the weeks during which you wish to claim statutory parental bereavement pay; and
- evidence of entitlement to statutory parental bereavement pay, which requires you to provide some basic information and a declaration that you have a qualifying relationship with the child. Please discuss this with the Finance Manager.
If there are concerns
If you have any concerns about the policies or procedures here, the grieving process impacting on your work performance or on your ability to carry out your duties safely you should discuss this in confidence with the Finance Manager. We will do our best to make appropriate adjustments to hours or duties to assist your return to the work environment.
Equally if we have concerns about your readiness to return, we reserve the right to request a doctor’s report before you resume full duties.