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
Acknowledge(0)
Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
3251From India, Pune
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Salem
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
some organizations have compassionate leave. just google about it and you can get to know more about it.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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):
----------------------------------------
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.
Acknowledge(0)Amend(0)
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.
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Lucknow
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
The.7.Hidden.Re asons.Employees .Leave.pdf
WHY EMPLOYEES LEAVE ORGANISATIONS.d oc