Employer guide · Reviewed 2 November 2026
Should you pay bereavement leave? Statutory and enhanced policies
From April 2027, the new statutory bereavement leave right in Great Britain is expected to provide up to two weeks of unpaid leave. Employers can choose to offer paid leave or other support beyond that minimum. Regulations and guidance remain to be published.
What the statutory minimum is expected to include
- Up to two weeks of leave based on the employee’s working pattern.
- A day-one right for eligible employees.
- No evidence requirement for the statutory leave.
- Protection from detriment or dismissal for taking the leave.
Options for your policy
- Unpaid statutory minimum: establish a clear baseline and make the leave accessible.
- Partly paid leave: pay some days and make the remaining days unpaid.
- Fully paid leave: provide pay for the full period.
- Wider relationships: consider additional paid or unpaid time for people outside the statutory list.
Set out the approach in writing and apply it consistently. Consider how the policy fits with existing compassionate leave, sickness absence and parental bereavement pay. Review the details when regulations are published.
Estimate costs using your own assumptions
A simple starting calculation is: number of people taking leave × days taken × average daily pay. For illustration, ten employees each taking ten paid days at an assumed £135 per day would cost about £13,500 before employer on-costs. This is an example, not a forecast; actual uptake, pay and cover costs will differ.
Use the bereavement cost calculator to explore your own figures. It provides an illustrative estimate, not a guaranteed saving.
The employer licence includes a free policy generator to help you document your chosen approach. This guide is general information, not legal or financial advice. Read the government announcement.