What is compassionate leave?

Life doesn’t pause for work, and when team members face personal crises, they need support. A workplace that recognizes this reality helps create a culture where people feel cared for as both professionals and people. 

One way to demonstrate this care is through compassionate leave, which gives people time and space to handle personal emergencies with care and respect. Whether your team members experience family illness, bereavement, or other pressing life events, this type of support builds a workplace grounded in empathy and trust. Plus, organizations with thoughtful leave policies often see positive impacts on employee recovery and wellbeing, creating opportunities for improved morale and loyalty to the company. 

Learn more about what compassionate leave is and why it matters for your team.

What is compassionate leave?

Compassionate leave is time off from work for team members to deal with a family emergency. A well-defined policy helps create a supportive work environment while ensuring clarity for both team members and managers.  

It’s incumbent upon each organization to determine its compassionate leave policy. Essential components to include: 

• Length of leave
• Paid or unpaid time off
• Options to receive additional time off or take leave for a non-dependent family member 
• Classification of bereavement or compassionate leave
• When to report the emergency and to whom
• Administration of employee return to work

Compassionate leave examples

Here are a few examples of situations when compassionate leave typically applies:

1. Serious illness or death of a close relative or friend: Taking time to grieve, attend a funeral, or help loved ones through a difficult period
2. Medical appointments and treatments for serious illness: Supporting a dependent during hospital visits, treatments, or consultations for major health concerns
3. Mental health conditions: Focusing on personal mental health needs or assisting a loved one who is struggling emotionally
4. Being the victim of a crime: Taking care of legal matters, attending court, or accessing support services in the aftermath of a traumatic event
5. Witnessing or being involved in other traumatic events: Recovering from distressing situations like accidents or natural disasters while addressing personal wellbeing

<<Explore how Bob simplifies and streamlines time-off management.>>

Why should HR leaders care about compassionate leave?

Death and illness are inevitable life occurrences, so compassionate leave is essential. Granting compassionate leave enables HR leaders and managers to maintain fairness, equity, and transparency. 

Moreover, during a traumatic or stressful period, people need others’ sympathy and consideration to heal. Compassionate leave safeguards a healthy and balanced team member-employer relationship, ultimately supporting retention, engagement, and productivity. Companies that implement compassionate and bereavement leave policies avoid the high costs of unsupported grief by helping their people thrive.

What to include in your compassionate leave policy

Compassionate leave isn’t just about providing time off—it’s about showing people they’re valued, even during life’s most challenging moments. Here’s how you can set up a helpful and compassionate leave policy. 

Compassionate leave circumstances

Be specific about what qualifies as compassionate leave to ensure clarity and consistency. Clearly defining eligible situations helps team members understand when they can take leave and reassures them that support is available when they need it most. 

Some organizations differentiate between bereavement leave and compassionate leave. Bereavement leave generally applies to time off following the death of a loved one, while compassionate leave can be broader, covering urgent family situations. Clearly defining these classifications in your policy ensures fairness and consistency when granting leave.

Organizations may also consider offering flexibility based on the nature of the situation. For example, some companies provide additional leave days for the loss of a close family member, while others offer extended or unpaid leave options for more complex circumstances.

Length of leave periods

Outline how much time team members can take for compassionate leave to ensure fairness and consistency. For example, you might offer three to five days for bereavement, depending on the relationship to the deceased, and up to two weeks for caregiving when supporting a seriously ill partner, child, or close family member. 

In exceptional cases, such as terminal illness or long-term recovery, organizations may consider extending leave or offering flexible work arrangements.

Request and approval processes

During challenging times, team members should feel confident that they can take the time they need without unnecessary hurdles. A clear, stress-free process—such as when and how to notify a manager or HR—ensures people can focus on what matters most. Keep requests straightforward, whether through a quick conversation, email, or absence management system, while respecting people’s comfort level in sharing details.

Additional company support

Consider going beyond leave by offering additional support to help team members navigate difficult times. Connecting them with mental health resources, such as counseling services or team member assistance programs, can provide valuable emotional and practical support. 

Flexible working options—like adjusted hours, remote work, or a gradual return—can also ease the transition back to work, allowing people to effectively balance their personal and professional responsibilities.

Even small gestures can make a meaningful impact. A thoughtful check-in from a manager or HR expressing care and understanding can help people feel valued and supported. Consider offering additional support, such as workload adjustments, access to employee assistance programs, or employee wellness programs.

Providing information on internal or external support programs—like the United Kingdom’s Employee Assistance Professionals Association (EAP) or mental health programs—can reinforce a culture of empathy. Peer networks and financial assistance for unexpected expenses also help people navigate personal challenges more easily. With the right support, they can return to work feeling valued.

Consider training HR and managers to recognize signs of emotional challenges like stress or anxiety so the team can be proactive about supporting one another.

Paid or unpaid leave

Be clear about whether compassionate leave is paid (and for how long) to help team members plan and reduce uncertainty during difficult times. If compassionate leave is unpaid, consider allowing team members to use paid time off (PTO, sick leave, or other accrued time off to maintain their income). Providing options like salary advances, employee crisis funds, or flexible repayment plans can also help ease financial strain.

How to implement compassionate leave

HR leaders can utilize the following best practices to incorporate compassionate leave:

• Demonstrate sympathy. Leaders should respond appropriately and immediately to a team member coping with the death or illness in the family. HR can offer condolences on behalf of the company and support their people in prioritizing family needs above work. If a team member requests more time off to recuperate or take care of pressing matters, HR can comply according to the compassionate leave policy. If there is a death, HR and managers can acknowledge and respect any religious bereavement practices that the person chooses to follow.
• Adhere to the company policy. A compassionate leave protocol allows both the team member and employer to uphold their responsibilities to each other. Including the procedure in the employment contract, employee handbook, or online company resources enables easy access. If an organization does not have a policy, it should set fair parameters that consider employee wellbeing while maintaining consistency with past compassionate leave actions.
• Communicate with care. HR professionals can show sympathy by inquiring into their people’s welfare, preferred methods of contact, and if they want colleagues to know about the death or illness.
• Decide whether to offer flexible work options upon return. Flexibility can make it easier for your people to adjust after compassionate leave. HR teams can work with managers to explore options like remote work, shorter hours, or a phased return. These adjustments can help people ease back into their routine while managing personal responsibilities.
• Consider implementing leave management software: Leave management software streamlines compassionate leave requests, making the process smoother for both team members and HR. A centralized platform simplifies approvals, tracks leave balances, and reduces administrative burden. People can request leaves of absence easily, while automation ensures policies are applied consistently and fairly. Real-time tracking also helps teams plan workloads effectively, minimizing disruptions and ensuring support for those in need.

How to address the challenges of compassionate leave

Compassionate leave supports your people and strengthens your workplace culture, but it also requires thoughtful planning to keep teams running smoothly. HR leaders and managers can take proactive steps to ensure work stays on track while providing the support team members need during difficult times.

Project changes and increased workloads

While compassionate leave offers teams the opportunity to support one another, it can also highlight the importance of flexibility and empathy in the workplace, strengthening team bonds and reinforcing a culture of care. With the right approach, teams can manage the extra workload smoothly. 

Encouraging managers to plan ahead ensures a smooth workflow and minimizes disruptions. Assigning backups for key tasks, breaking projects into smaller pieces, and distributing responsibilities across the team help maintain progress. Clear project documentation—such as step-by-step instructions or timelines—makes it easy for others to step in confidently. 

If the team needs extra support, bringing in temporary help or freelancers can ease the workload and maintain productivity. Regular check-ins create space for open communication, and showing appreciation for team members’ efforts reinforces a positive, supportive culture. Recognizing their contributions not only keeps morale high but also strengthens team unity and engagement.

Support your people with an effective compassionate leave policy

In a compassionate workplace, team members know that their managers, coworkers, and the company care about their wellbeing. Showing sympathy during a sensitive and traumatic time lets people know that they matter, helping to boost their engagement, loyalty, and dedication. Compassionate leave ultimately contributes to developing respect and empathy in the workplace and nurturing a warm and supportive work community and culture.

<<Explore how Bob simplifies and streamlines time-off management.>>

Compassionate leave FAQs

Is compassionate leave paid?

Compassionate leave may be paid or unpaid, depending on your company’s policy and local laws. Organizations may include paid compassionate leave as part of their benefits to help team members manage financial responsibilities during a challenging time. If it’s unpaid, some companies let people use accrued leave, like PTO or vacation days, to ensure they still receive their regular pay.

Do you have to provide evidence for compassionate leave?

Workplace policies vary—some employers request documentation, such as a medical note or a funeral program, to approve compassionate leave. While clear guidelines help maintain consistency, handling these requests with sensitivity is essential. Since asking for proof can be a delicate matter, HR leaders and managers should approach the conversation with empathy, recognizing that team members may already be under significant emotional stress.

Offering flexibility—such as accepting different forms of documentation or allowing a grace period for submission—can help ease the burden while maintaining trust. In some cases, a simple conversation may be enough to verify the need for leave without requiring formal paperwork.

How long is compassionate leave?

The length of compassionate leave varies. Many organizations offer three to five days, but some allow for longer periods, especially for more complex situations like caregiving or legal matters. If someone needs extra time, they might be able to extend their leave by using PTO or unpaid leave. Clear communication about your policy helps everyone understand what types of leaves of absence are available.