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| Date of Issue: | 3 June 2026 |
|---|---|
| Approved by: | PCC |
| Review date: | Annually in May |
Bracknell Parochial Church Council (“the PCC”) sets out the following procedure approved by the PCC.
Introduction
For everything there is a season and a time for every matter under heaven: A time to be born, and a time to die… a time to weep, and a time to laugh… a time to mourn and a time to dance…” (Ecclesiastes 3:1, 2, 4) Death is an unavoidable part of life and The Parish of Bracknell acknowledges the personal nature of bereavement and grief and is committed to supporting employees in practical and reasonable ways.
Purpose
This policy addresses bereavement leave. The Parish of Bracknell acknowledges that bereavement impacts all individuals differently and the guidelines below are intended to show the minimum paid leave an employee is entitled to in different circumstances.
Scope
This policy applies to all employees in The Parish of Bracknell. We expect all those working on behalf of The Parish of Bracknell to act in accordance with this policy when engaged in the business of The Parish of Bracknell.
Definitions
Bereavement leave – is paid leave that allows an employee time off to deal with their personal grief and related practical arrangements, primarily, but not limited to, when a family member dies.
Partner – includes someone the employee is cohabiting with but is not the employee's spouse or civil partner.
Child – includes children the employee is the adoptive parent, legal guardian, or carer for. If the child dies under the age of 18 or is stillborn the employee may be entitled to additional leave.
Policy statement
The Parish of Bracknell acknowledges that not all employees will need to take the full allowance, and some employees will need additional time, depending on their relationship with the person who has died and the circumstances of the death. Additional time off can include, for example, annual leave.
If a dependant dies
The Parish of Bracknell will grant 5 to 10 days paid leave in the event of the death of a dependant.
A dependant could be a:
- spouse, partner, or civil partner (including same sex partners),
- child,
- parent,
- step-parent,
- sibling,
- person who lives in the employee's household (not tenants, lodgers, or employees),
- person who would rely on the employee for help in the event of an accident, illness, or injury, such as an elderly neighbour,
- person who relies on the employee to make care arrangements.
If a non-dependant dies
In these circumstances, 1 to 5 days paid leave may be granted on the death of someone who is not a child or dependant. These circumstances would include (but are not limited to) situations where the employee is responsible for funeral arrangements or must travel abroad to attend the funeral.
Giving notice for bereavement leave
An employee should notify the Incumbent, or their delegate, of their need to take leave as soon as possible or, at the latest, on the first day of absence. An employee's next of kin or family member can notify the Incumbent, or their delegate, on their behalf.
In exceptional circumstances, applications for leave will be considered after the first day of absence. The Incumbent has the right to exercise discretion in exceptional circumstances as outlined above. Leave days do not have to be taken consecutively.
Additional time off
Annual leave
In the event of a bereavement, an employee will be able to take annual leave at short notice to supplement their bereavement leave. Requests should be directed to the Incumbent, or their delegate.
An employee who experiences a family bereavement while on annual leave can convert their annual leave into bereavement leave and take their annual leave at a future date.
Unpaid leave
Unpaid leave on compassionate grounds up to a maximum of 2 weeks may be granted after bereavement. An employee must consult with the Incumbent, or their delegate, before starting unpaid leave.
Parental bereavement leave
Employees are entitled to 2 weeks Statutory Parental Bereavement Leave if their child:
- dies under the age of 18,
- is stillborn after 24 weeks of pregnancy.
Employees can claim this leave if they are the:
- birth parent,
- natural parent (the person who gave birth to the child who has since been adopted, but has a court order to allow them to continue having access to the child),
- adoptive parent, if the child was living with them,
- person who lived with the child and had responsibility for them, for at least 4 weeks before they died,
- 'intended parent' – due to become the legal parent through surrogacy,
- partner of the child's parent, if they live with the child and the child's parent in an enduring family relationship.
Parental Bereavement Leave can be used within 56 weeks of the date of the death or stillbirth. It can be taken as either:
- 2 consecutive weeks,
- 2 separate weeks,
- 1 week only.
To take Parental Bereavement Leave, an employee should tell the Incumbent, or their delegate:
- when they want their Parental Bereavement Leave to start,
- whether they want to take 1 or 2 weeks' leave,
- the date of their child's death.
To take or cancel Parental Bereavement Leave, an employee should also give their line manager the correct notice:
- if within 8 weeks of the death or stillbirth – notice must be given before the employee would usually start work on the first day of leave,
- if more than 8 weeks after the death or stillbirth – notice must be given at least 1 week before the start of the planned leave.
Parental Bereavement Pay
If an employee has been with The Parish of Bracknell for at least 26 weeks, they will be entitled to Statutory Parental Bereavement Pay if all the following apply:
- their child dies under the age of 18 or is stillborn after 24 weeks of pregnancy,
- they were employed when their child died,
- they earn on average at least the average weekly minimum amount set by the government.
To enable The Parish of Bracknell to pay the employee for this time off, the employee must ask in writing (give 'notice') for Statutory Parental Bereavement Pay within 28 days of taking Statutory Parental Bereavement Leave, starting from the first day of the week they're claiming the payment for.
The notice should state the employee is entitled to Statutory Parental Bereavement Pay and include:
- their name,
- the start and end dates of the leave they want to claim the pay for,
- the date of their child's death,
- their relationship with the child.
On top of the 2 weeks Statutory Parental Bereavement Leave and Pay for parents, The Parish of Bracknell will grant eligible employees additional time off and pay.
The Parish of Bracknell will grant eligible employees a total of 4 weeks' paid leave. This is paid at the employee's usual rate of pay.
Miscarriage leave
If an employee or their partner has a miscarriage in the first 24 weeks of pregnancy, The Parish of Bracknell recognises many people will consider this a bereavement.
In these circumstances, The Parish of Bracknell provides 5 days leave. This time off will be paid. This will be paid at the usual rate of pay.
Up to 2 weeks sickness absence related to a miscarriage will be recorded as 'pregnancy related sickness'. This absence will be kept separate to other types of sickness, and The Parish of Bracknell will not count these absences towards any review or trigger points set out in the absence policy.
Miscarriage that happens at work
The Parish of Bracknell understands it can be a very distressing time if an employee's miscarriage happens at work.
If an employee needs to leave the premises, they should report a sickness absence to the Incumbent, or their delegate. An employee does not have to report the exact reasons for their sickness absence if they do not feel comfortable to.
Return to work
In certain circumstances a full return to work may not be possible for an employee following a bereavement. For example, when the employee's grief is likely to impact on their ability to perform their role, or where new childcare arrangements have to be sourced or responsibility for the care of an elderly parent has transferred to the employee.
In such instances The Parish of Bracknell will allow a phased return to work on a part-time or reduced hours basis where practicable. Alternative duties may also be considered. Any such arrangement would need to be agreed in advance by the line manager. It would be subject to an agreed maximum number of days and would be managed in line with The Parish of Bracknell’s flexible working or part-time working policy.
Employee support
The Parish of Bracknell acknowledges that bereavement leave is intended to support employees in the immediate period around the death of a relative. However, the process of grief, the natural reaction and adjustment to loss and change may take a significant time and will be personal to everyone.
An employee with any concerns about the grieving process impacting on their work performance should discuss this in confidence with the Incumbent, or their delegate. This is to ensure that:
- any reasonable adjustments that may be necessary are discussed and put in place,
- the employee is supported in their return to the full range of duties and responsibilities that they had prior to the bereavement,
- the employee's duties and responsibilities are adjusted (as necessary) with the prior agreement of the Incumbent, or their delegate.
The Parish of Bracknell recognises that people may not require counselling to cope effectively with their grief. However, for employees wishing to seek professional help in coming to terms with a death, the organisation may be able to cover the cost of counselling sessions with an independent counselling practice at the discretion of the PCC. There will always be pastoral care provided by the Church.
Health and safety
Bereavement can have an impact on concentration, sleep and decision making. The health and safety assessment of the workplace will include consideration of the impact of bereavement on employees, their duties and responsibilities, and the context in which they are working. For example, if they operate heavy machinery.
Any employee who is concerned about their ability to conduct their duties safely in the weeks following a bereavement must discuss this with the Incumbent, or their delegate.
The Parish of Bracknell reserves the right to request an employee to meet an appropriately trained occupational therapist before resuming full duties.
Culture and diversity
The Parish of Bracknell recognises that different cultures respond to death in significantly different ways.
The Incumbent, or their delegate, will check whether the employee's religion, belief or culture requires them to observe any practices or make special arrangements which would require them being off work at a particular time. Employees should not assume that the Incumbent, or their delegate, is aware of any such requirements and should draw this to their attention as soon as possible.