In California, bereavement leave is a form of leave that employees can take when they lose a family member. As of my latest information in April 2023, California legislation does not require private employers to provide paid bereavement leave, though there may be certain laws and regulations that can influence the bereavement leave policies, and some employers might choose to offer it as part of their benefits package.
On the other hand, the public sector employees, which include the employees of the state or local government, may have the particular bereavement leave policies, which can be paid or unpaid. The details of these policies may differ by agency or department.
Where there is no statewide requirement for private employers, the specifics of bereavement leave – how long it lasts, whether it is paid or unpaid, and which family members qualify – can differ widely among employers. Bereavement leave is generally given by employers who provide around 3 to 5 days off for the death of an immediate family member.
Moreover, employees might be able to use other types of leave in a bereavement situation, such as: Moreover, California employees might be able to use other types of leave in a bereavement situation, such as:
Paid Sick Leave: By California law, to the employers are obliged to offer the paid sick leave, which may be used for bereavement, according to the employer’s policy.
Paid Time Off (PTO): With employers who provide PTO as a lump sum benefit for qualifying leave, that is, holidays, sick leave and personal time, the employees may be allowed to use these days for bereavement.
As of my last review, bereavement leave in California is a leader in the provision of rights and protections for workers, including paid sick leave and family leave; however, there is no specific legislation mandating bereavement leave for private sector employees. Employees should always refer to their employer’s handbook or HR policies for information on bereavement leave or talk directly to their employer or HR department about their needs.
What is an example of a bereavement leave policy?
Bereavement Leave Policy
Purpose: This policy is meant to have employees paid time off to mourn, make any necessary arrangements and attend funeral services of a close family member.
Scope: This policy is applicable to all employees, both full-time and part-time, who have successfully completed the probationary period.
Eligibility: Bereavement leave is allowed to employees after the death of a close family member. This policy defines close family members as an employee’s spouse, domestic partner, child, parent, sibling, grandparent, grandchild, and corresponding in-law and step relations.
Leave Entitlement: Each employee who meets the requirements is entitled to a maximum of five days of paid bereavement leave per occurrence. The leave shall be taken within three weeks from the date of death unless management approves otherwise.
Notification and Documentation: Employees should inform their immediate supervisor as soon as possible of their necessity for a bereavement leave. The company may require proof that the leave is necessary, such as a death certificate, funeral notice, or obituary.
Procedure:
The employee should report to their supervisor that their relative has died and that they need to take bereavement leave. The employee must learn how to request time off from work.
The supervisor will validate the employee’s suitability for the bereavement leave and will discuss the length of the leave and any necessary changes to work schedules or duties.
Documentation is required to be provided by the employee in case it is asked for.
Upon resuming work, the employee should report back to their supervisor and explain that they are back and discuss any support or adjustments that may be required as they get back to work.
Additional Support: The company understands that grieving is an individual process and differs from one person to another. Employees requiring more support are recommended to discuss with their supervisor or Human Resources what further support could be provided, such as counseling services by an Employee Assistance Program (EAP) or more unpaid leave.
Confidentiality: The company values the privacy of the employees and will address all aspects of bereavement leave requests with respect and confidentiality.
