Bereavement leave, also known as compassionate leave or funeral leave, is not covered in the Labor Code of the Philippines. It is a management prerogative and usually granted to an employee upon the death of the employee’s immediate family member.
- What is Bereavement, Compassionate or Funeral Leave?
- Bereavement Leave Policy
- Is the employee entitled to bereavement leave upon the death of a close friend or relative?
- Is death certificate necessary to avail this leave benefit?
Bereavement, Compassionate and Funeral Leave
Bereavement refers to the state of sadness due to the loss of a loved one. Therefore this leave type is commonly known as bereavement leave. However, it is also known as compassionate leave as it is granted out of goodwill and compassion. Others know it as funeral leave simply for the time off to make arrangements for or to attend funeral.
Bereavement Leave Policy
Employers are not required by law to provide bereavement, compassionate or funeral leave. However, in practice, most companies provide up to 3 days of bereavement leave to regular employees upon the death of an immediate family member including spouse, children, parents, siblings, grandparents and parents-in-law.
The employee may seek approval to avail such leave benefit on the day of absence. In additional, the employer may also grant non-paid time off depending on the circumstances such as distance and the individual’s responsibility for funeral arrangements.
Is the employee entitled to bereavement leave upon the death of a close friend or relative?
It is part of the employer’s prerogative to grant bereavement leave benefit and to extend it to include non-immediate family members. However, it is uncommon for companies to extend such leave benefit to non-immediate family members. Employees are usually advised to avail their service incentive leave or vacation leave or arrange for non-paid time off.
Is death certificate necessary to avail the bereavement leave?
In granting the bereavement leave, the employer has the right to impose conditions on the entitlement, such as requiring the death certificate to avail the benefit. For instance, the employee may be required to submit the death certificate upon returning back to work to prevent employees from abusing the trust imposed upon them. Besides that, if the relationship between the employee and the deceased cannot be easily determined, the employee may also be required to show proof of relationship.