From April 2026 bereaved partners get up to 52 weeks leave. Describe your situation and get instant guidance on your bereavement leave rights.
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What you need to know
Employees who lose a child under the age of 18, or suffer a stillbirth after 24 weeks of pregnancy, are entitled to two weeks of Parental Bereavement Leave. This is a day one right applying from your first day of employment. The leave can be taken as two consecutive weeks, two separate weeks, or in some cases a single week.
The Employment Rights Act 2025 introduced a new right for bereaved partners. If the primary carer of a child dies within one year of the child's birth or adoption placement, the surviving partner is entitled to up to 52 weeks of leave to care for the child. This is a significant new protection for families in devastating circumstances.
If you have been employed for at least 26 weeks and earn above the lower earnings limit, you are entitled to Statutory Parental Bereavement Pay (SPBP) during your bereavement leave. The rate is £184.03 per week or 90% of your average weekly earnings if lower. Some employers offer enhanced contractual bereavement pay.
There is no general statutory right to paid compassionate leave for the loss of other family members — such as a parent, sibling or close friend. However, many employers offer compassionate leave as a contractual benefit. Check your employment contract or staff handbook. You can also request time off as annual leave or unpaid leave.
Grief can have a significant impact on mental and physical health. If bereavement-related mental health conditions, such as complicated grief or depression, substantially and long-term affect your ability to carry out normal day-to-day activities, this may constitute a disability under the Equality Act 2010, entitling you to reasonable adjustments at work.
Separately from bereavement leave, employees have a day one right to take a reasonable amount of unpaid time off work to deal with unexpected situations involving a dependant, including making arrangements following the death of a dependant. What is reasonable depends on the circumstances.
This guidance is for general information only and does not constitute legal advice. Always verify current figures and legislation on GOV.UK or seek professional advice for your specific situation.