Hi, I am looking for a policy for bereavement leave for employees. I understand there is no law for this, but I would like to know what various ideas we can come up with regarding bereavement leave, especially for an employee who loses a direct family member. Urgent advice required. Thanks.
From India, Pune
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From India, Pune
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Law does not cater for such leave. Any employee who loses a direct family member needs sympathy, empathy, and leave. CL, EL, leave without pay can also be given in special cases. Now, one will have to define who are direct members of a family. An employee may have parents who are not dependent on him. What is the criteria of a direct family member?
From India, Pune
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3180From India, Pune
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Well, this type of special leave with wages on such a specific contingency, in addition to existing leave provisions, can be a gesture of goodwill, empathy, and people's concern. Like Mr. Rao said indirectly, it requires a lot of considerations. Why don't you elaborate your ideas on this matter, Akriti?
From India, Salem
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From India, Salem
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The labor reforms are underway. The present government has formulated quite a few progressive ways to encourage the entire workforce. Workers/employees must also understand their duties. As an HR professional, it is our collective responsibility to communicate this effectively. The idea of another "bereavement leave" is not a good idea at all.
From India, Bangalore
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From India, Bangalore
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Don't you think that we in India already have too many holidays and the leave in existence is sufficient to cover any exigency? Adding Bereavement Leave will only adversely affect our efficiency.
From India, Mumbai
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From India, Mumbai
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some organizations have compassionate leave. just google about it and you can get to know more about it.
From India, Delhi
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From India, Delhi
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Hello Akriti,
Like Umakanthan suggested, can you elaborate on the genesis of this in your organization—meaning why did this proposal come up, how many types of leaves do you currently have, the organizational structure/strength, etc.
In principle, this is a good concept from the HR angle. But, as Nathrao mentioned, the long-term consequences also need to be thought of before formulating and implementing.
@ Delyte--
Guess you are mixing up the Govt/PSU type of work culture with the present-day private sector work culture.
I am not sure of your count when you mentioned 'we in India already have too many holidays'—most private sector companies have only CLs & PL/ELs, with some also having sick/medical leaves. However, the total count per year is the same.
It all depends on 'how' it's projected by the company to the employees and, more importantly, how the policies are implemented.
If you follow the news, many large Indian companies—Godrej, etc.—have now taken off from MNCs and introduced paternity leaves. Until recently, this would have been unthinkable in the Indian context, with the general mindset being 'what will the father do when it's the mother who's delivered the kid'.
Regards,
TS
From India, Hyderabad
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Like Umakanthan suggested, can you elaborate on the genesis of this in your organization—meaning why did this proposal come up, how many types of leaves do you currently have, the organizational structure/strength, etc.
In principle, this is a good concept from the HR angle. But, as Nathrao mentioned, the long-term consequences also need to be thought of before formulating and implementing.
@ Delyte--
Guess you are mixing up the Govt/PSU type of work culture with the present-day private sector work culture.
I am not sure of your count when you mentioned 'we in India already have too many holidays'—most private sector companies have only CLs & PL/ELs, with some also having sick/medical leaves. However, the total count per year is the same.
It all depends on 'how' it's projected by the company to the employees and, more importantly, how the policies are implemented.
If you follow the news, many large Indian companies—Godrej, etc.—have now taken off from MNCs and introduced paternity leaves. Until recently, this would have been unthinkable in the Indian context, with the general mindset being 'what will the father do when it's the mother who's delivered the kid'.
Regards,
TS
From India, Hyderabad
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Hi,
Like maternity leave, this leave should not be considered in the EL. Many countries do provide this type of leave in their laws. Here is the sample entitlement policy (From another country's labour act than india):
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Bereavement Leave Entitlement:
There are two separate entitlements to bereavement leave after six months’ employment:
1. On the death of an immediate family member, the Act provides for up to three days’ paid leave. This can be taken at any time and for any purpose genuinely relating to the death. “Immediate family members” are the employee’s spouse or partner, parent, child, sibling, grandparent, grandchild or the spouse’s parent. Where there is more than one bereavement, the employee is entitled to three days’ bereavement leave in respect of each death.
2. In the event of a death outside the immediate family that causes a person to suffer bereavement, up to one day’s paid leave may be taken if the employer accepts that the employee has suffered bereavement. In considering whether a bereavement has occurred, the employer should take into consideration:
- how close the association was between the employee and the other person
- whether the employee is responsible for any aspects of the ceremonies around the death
- whether the employee has any cultural responsibilities they need to fulfil in respect of the death
----------------------------------------
Best Regards,
Amod Bobade.
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Like maternity leave, this leave should not be considered in the EL. Many countries do provide this type of leave in their laws. Here is the sample entitlement policy (From another country's labour act than india):
----------------------------------------
Bereavement Leave Entitlement:
There are two separate entitlements to bereavement leave after six months’ employment:
1. On the death of an immediate family member, the Act provides for up to three days’ paid leave. This can be taken at any time and for any purpose genuinely relating to the death. “Immediate family members” are the employee’s spouse or partner, parent, child, sibling, grandparent, grandchild or the spouse’s parent. Where there is more than one bereavement, the employee is entitled to three days’ bereavement leave in respect of each death.
2. In the event of a death outside the immediate family that causes a person to suffer bereavement, up to one day’s paid leave may be taken if the employer accepts that the employee has suffered bereavement. In considering whether a bereavement has occurred, the employer should take into consideration:
- how close the association was between the employee and the other person
- whether the employee is responsible for any aspects of the ceremonies around the death
- whether the employee has any cultural responsibilities they need to fulfil in respect of the death
----------------------------------------
Best Regards,
Amod Bobade.
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Hi Akriti,
Greetings!!!
I have started the bereavement policy in my HR manual. I have provided two options:
1. If the death of an immediate family member, e.g., spouse, child, parent, sibling, grandparent, or grandchildren, and employees have to cover a distance up to 200 kms. or less, then they are entitled to two days of paid leave.
2. If the distance they have to cover to reach that place is more than 200 kms., then we have the provision for four days of paid leave.
Regards, Deepak Sharma
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Greetings!!!
I have started the bereavement policy in my HR manual. I have provided two options:
1. If the death of an immediate family member, e.g., spouse, child, parent, sibling, grandparent, or grandchildren, and employees have to cover a distance up to 200 kms. or less, then they are entitled to two days of paid leave.
2. If the distance they have to cover to reach that place is more than 200 kms., then we have the provision for four days of paid leave.
Regards, Deepak Sharma
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I respect your feelings; however, there is no such law. I would like to add that if the person was a dear one, you should help them by providing monetary benefits and offering due sympathy. I believe this will boost the morale of the employee, and in turn, you will also benefit from it.
From India, Lucknow
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From India, Lucknow
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Dear Akhriti,
A leave is a benefit to the employee, and it is at the discretion of the organization to allow the same. If you wish to take a leave, a policy would need to be drafted in consultation with your COE Team and Management. The details should clearly outline the objective, the number of days, guidelines, the process of application, and approval. Many organizations incorporate it as part of their leave policy, where they specify the number of days and the application process.
I hope this information helps you.
Thank you.
From India, Chennai
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A leave is a benefit to the employee, and it is at the discretion of the organization to allow the same. If you wish to take a leave, a policy would need to be drafted in consultation with your COE Team and Management. The details should clearly outline the objective, the number of days, guidelines, the process of application, and approval. Many organizations incorporate it as part of their leave policy, where they specify the number of days and the application process.
I hope this information helps you.
Thank you.
From India, Chennai
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Dear Friend,
Leave is not a right; it is a facility based on mutual consent between the organization and the employee. Sometimes, leave can serve as a motivating factor. Every country has national leave policies that are not addressed here.
1) Bereavement leave: What constitutes sorrow? It varies from person to person; the death of a spouse, parent, child – everything falls under this category. Regardless, the entire state mourns the death of a national leader, leading organizations to shut down on that specific day to prevent disruptions caused by political parties or the public/affected individuals.
2) Casual leave is granted to employees to handle unforeseen incidents or situations that require immediate attention. Employees' personal circumstances often justify claiming casual leave, and many organizations approve leave requests without questioning the nature of the situation.
3) When implementing bereavement leave, what happens to the available casual leave for employees? Is bereavement leave part of casual leave or a separate issue? Organizations are likely to raise this concern, expecting a resolution.
4) If bereavement is incorporated as part of an organization's leave policy, how should excess leave be managed or reduced? Which authority is responsible for incorporating bereavement leave into the leave regulations?
5) In cases where bereavement leave exceeds casual leave, the sanctioning authority must regularize it by providing full salary without deductions. This not only motivates employees but also prevents dissatisfaction that might lead to employee turnover. How can this regularization process be effectively carried out?
6) Before implementing bereavement leave, all sectors should be consulted as it directly impacts the casual leave entitlements of employees sanctioned by the employer without thorough scrutiny.
7) How can an employer assess if an employee genuinely requires bereavement leave? Should death certificates or the details of the sorrowful incident be considered? The authenticity of such claims may pose a challenge.
Best of luck. Bereavement signifies a time of change; let's carefully examine it.
From India, Arcot
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Leave is not a right; it is a facility based on mutual consent between the organization and the employee. Sometimes, leave can serve as a motivating factor. Every country has national leave policies that are not addressed here.
1) Bereavement leave: What constitutes sorrow? It varies from person to person; the death of a spouse, parent, child – everything falls under this category. Regardless, the entire state mourns the death of a national leader, leading organizations to shut down on that specific day to prevent disruptions caused by political parties or the public/affected individuals.
2) Casual leave is granted to employees to handle unforeseen incidents or situations that require immediate attention. Employees' personal circumstances often justify claiming casual leave, and many organizations approve leave requests without questioning the nature of the situation.
3) When implementing bereavement leave, what happens to the available casual leave for employees? Is bereavement leave part of casual leave or a separate issue? Organizations are likely to raise this concern, expecting a resolution.
4) If bereavement is incorporated as part of an organization's leave policy, how should excess leave be managed or reduced? Which authority is responsible for incorporating bereavement leave into the leave regulations?
5) In cases where bereavement leave exceeds casual leave, the sanctioning authority must regularize it by providing full salary without deductions. This not only motivates employees but also prevents dissatisfaction that might lead to employee turnover. How can this regularization process be effectively carried out?
6) Before implementing bereavement leave, all sectors should be consulted as it directly impacts the casual leave entitlements of employees sanctioned by the employer without thorough scrutiny.
7) How can an employer assess if an employee genuinely requires bereavement leave? Should death certificates or the details of the sorrowful incident be considered? The authenticity of such claims may pose a challenge.
Best of luck. Bereavement signifies a time of change; let's carefully examine it.
From India, Arcot
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Dear Gopinath,
Casual leave is generally restricted by policy to less than 2 days, as it is not expected that the 'casual' reason behind it will remain for more than 2 days. Whereas bereavement leave can extend beyond 2-3 days. Bereavement leave is not for 'compensation to the sorrow', but it is to facilitate the time to process necessary/mandatory social, cultural, and personal activities following a death in the family. In the case of the death of a national leader, this is not required; hence, it cannot be considered in bereavement leave. Also, it would be inhumane to ask for the submission of the death certificate after bereavement leave. Airlines do that for their special fares, but then the customers are not their employees, and they do not maintain long-term relations with these customers.
Best Regards, Amod Bobade.
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Casual leave is generally restricted by policy to less than 2 days, as it is not expected that the 'casual' reason behind it will remain for more than 2 days. Whereas bereavement leave can extend beyond 2-3 days. Bereavement leave is not for 'compensation to the sorrow', but it is to facilitate the time to process necessary/mandatory social, cultural, and personal activities following a death in the family. In the case of the death of a national leader, this is not required; hence, it cannot be considered in bereavement leave. Also, it would be inhumane to ask for the submission of the death certificate after bereavement leave. Airlines do that for their special fares, but then the customers are not their employees, and they do not maintain long-term relations with these customers.
Best Regards, Amod Bobade.
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Deepak Kaushik,
Nice to see someone introducing bereavement leave. But how do you verify the existence of a grandfather, etc.? I had a case where a person came asking for leave, saying their grandfather had passed away. His leave was sanctioned, and he left. Later, from his older records, one more instance of such a grandfather being deceased emerged. All employees do not play fair at times.
From India, Pune
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Nice to see someone introducing bereavement leave. But how do you verify the existence of a grandfather, etc.? I had a case where a person came asking for leave, saying their grandfather had passed away. His leave was sanctioned, and he left. Later, from his older records, one more instance of such a grandfather being deceased emerged. All employees do not play fair at times.
From India, Pune
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Hello Nathrao,
You make a valid point about some employees misusing the facilities provided by the employer. It would require a one-time effort by HR to collect all dependents of each employee, along with supporting documents such as a ration card, where the address should match that of the employee. This information could serve as the basis for granting any future leaves.
Let's face it—any and every rule, law, or object is susceptible to misuse, even though the intention is to promote positive usage. The quality of the individual drafting and finalizing the rules or laws lies in enhancing the positives while also including clauses that clearly outline consequences for any misuse.
Regards,
TS
From India, Hyderabad
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You make a valid point about some employees misusing the facilities provided by the employer. It would require a one-time effort by HR to collect all dependents of each employee, along with supporting documents such as a ration card, where the address should match that of the employee. This information could serve as the basis for granting any future leaves.
Let's face it—any and every rule, law, or object is susceptible to misuse, even though the intention is to promote positive usage. The quality of the individual drafting and finalizing the rules or laws lies in enhancing the positives while also including clauses that clearly outline consequences for any misuse.
Regards,
TS
From India, Hyderabad
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Tajsateesh,
Your point about someone misusing is well taken, and positive usage should be kept in mind. But collecting and updating particulars of close relatives is a big effort and, in my mind, a diversion from other more important duties. Compassionate leave can always be considered to cover such circumstances.
From India, Pune
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Your point about someone misusing is well taken, and positive usage should be kept in mind. But collecting and updating particulars of close relatives is a big effort and, in my mind, a diversion from other more important duties. Compassionate leave can always be considered to cover such circumstances.
From India, Pune
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Thought perception of your organization is quite appreciable. Needless to emphasize, the occasions can be very rare in the lives of the employees to avail such leave, say on the death of a spouse, parents, or any other really dependent family member. So, there should not be any place for negative thinking about the type of leave. ONLY POSITIVE THINKING CAN LEAD TO POSITIVE PRODUCTIVITY, as that would prove to be quite a good motivating incentive/concession, as a matter of employee-friendly policy to help instill a high level of loyalty towards the organization on the part of the employees. That may also discourage the instances of employee attrition that cause heavy losses to the organization in terms of productivity and the cost of recruitment.
The policy of bereavement leave would necessarily be required to be framed with particular reference to the local customs & rituals in the death of any person. However, in the case of the death of any dignitary in the company, the management can think about the number of days of closure of the office as a whole, depending upon the status of the deceased executive.
From India, Delhi
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The policy of bereavement leave would necessarily be required to be framed with particular reference to the local customs & rituals in the death of any person. However, in the case of the death of any dignitary in the company, the management can think about the number of days of closure of the office as a whole, depending upon the status of the deceased executive.
From India, Delhi
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@Nathrao: A direct family member would be parents, spouse, siblings, or children.
@TajSatheesh: Recently, one of our employees lost his wife, hence the situation. The total employee strength at the moment is 50-55 with an expansion plan of hiring a few more. We do have a good amount of leaves; otherwise, which shouldn't really affect the bereavement policy. I do understand that this kind of policy is more inclined towards sentiments and compassion, hence I was looking to know what bereavement leaves other established and big companies offer just to understand how it works.
Thanks to the rest for your suggestions and feedback.
From India, Pune
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@TajSatheesh: Recently, one of our employees lost his wife, hence the situation. The total employee strength at the moment is 50-55 with an expansion plan of hiring a few more. We do have a good amount of leaves; otherwise, which shouldn't really affect the bereavement policy. I do understand that this kind of policy is more inclined towards sentiments and compassion, hence I was looking to know what bereavement leaves other established and big companies offer just to understand how it works.
Thanks to the rest for your suggestions and feedback.
From India, Pune
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Message to Mr./Ms. Delyte,
Your remark on the leave policy in India is most damaging and insensitive. It would be better if you were to look at other countries and consider the number of leave days employees are entitled to. I assure you that this perspective may lead to a change in your opinion.
Thank you.
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Your remark on the leave policy in India is most damaging and insensitive. It would be better if you were to look at other countries and consider the number of leave days employees are entitled to. I assure you that this perspective may lead to a change in your opinion.
Thank you.
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Please find attached Data pertaining to some countries regarding “average annual hours actually worked per worker”. Data concerns workers only. Data does include workers moonlighting, paid and unpaid work. The Data has been sourced from internet and do not comprise information pertaining to India.
For India related insight, Hon’ble members may like to refer Indians work 8.1 hours a day, more than many Westerners - The Times of India
Many of us like if Hon’ble members compare their employer organization data and let us know where actually do they stand.
Further, data can be analyzed with developed/ developing economies, eastern/ western/ new world economies and don’t forget to enlighten the others with your findings.
From India, New Delhi
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For India related insight, Hon’ble members may like to refer Indians work 8.1 hours a day, more than many Westerners - The Times of India
Many of us like if Hon’ble members compare their employer organization data and let us know where actually do they stand.
Further, data can be analyzed with developed/ developing economies, eastern/ western/ new world economies and don’t forget to enlighten the others with your findings.
From India, New Delhi
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HR Manual (Employee Hand Book).doc