Everything you need to know about compassionate leave

Losing a loved one could be an overwhelming and emotionally taxing experience. In addition to coping with the grief and sorrow that accompanies such a loss, there are often practical matters that need to be addressed. 

This may include making funeral arrangements and addressing legal matters. As an employee, it's important to understand your options for taking time off in the event of a family member or loved one's passing.

In Singapore, compassionate leave, also known as bereavement leave, is granted to employees who lose a loved one. Many companies offer this time off, also known as bereavement leave, as a gesture of sympathy toward grieving employees. 

Implementing a compassionate leave policy not only demonstrates empathy but also plays a significant role in enhancing employee satisfaction and fostering loyalty within the organisation.

This guide takes a comprehensive look into compassionate leave by covering the following topics:

• What is compassionate leave?
• How long is compassionate leave in Singapore?
• Who qualifies for compassionate leave?
• Navigating compassionate leave as an employee
• Managing compassionate leave requests as an employer
• How to extend compassionate leave in Singapore
• Returning to work after bereavement
• Conclusion
• FAQs

What is compassionate leave? 

Compassionate leave is a workplace policy that enables employees to take time off to grieve the loss of a loved one. It differs from annual leave, sick leave, and maternity leave in that it applies only when an employee's family member or relative passes away. 

Depending on your employment contract, you might get time off with or without pay. Compassionate leave allows you to mourn, attend memorials, and sort out financial and legal matters.

In a diverse country, the leave you get for a death in the family might vary based on your cultural background. Different ethnicities and religions might have different funeral practices.

For instance, Muslim burials typically occur swiftly without involving a viewing of the deceased. Conversely, Singaporean Chinese and Indian funerals typically span three to five days. Depending on the policies of your company, you may need to request an extension of your compassionate leave to accommodate these cultural practices.

How long is compassionate leave in Singapore? 

Curious about how much compassionate leave Singaporean workers usually get? Well, it depends on where you work. Most companies in Singapore offer anywhere from 2 to 5 days of compassionate leave. But, it could be different for everyone.

Employers aren't legally required to provide compassionate leave in Singapore. However, many include it in work contracts to support staff during tough times. Even if your contract doesn't mention it, you can still ask for time off.

So, how long is compassionate leave typically? Companies usually give 2 to 5 days of paid compassionate leave. Sometimes, the duration might change based on your relationship with the one who passed away. For example, you might get more time off if you are an immediate family member, such as a spouse, child, parent, or sibling.

However, if it's a more distant relative, such as a grandparent, in-law, uncle, aunt, or cousin, you might not qualify for compassionate leave.

Who qualifies for compassionate leave? 

Compassionate leave is entirely up to your employer. They decide who gets it and for how long.

Some companies might also let part-time employees take time off when they lose a family member. But if you're a contract worker, you likely won't get compassionate leave since you're not directly employed by the company.

Normally, compassionate leave is for the passing of an immediate family member. However, some employers might extend it to those who lose someone in non-traditional family setups, like step-parents or step-siblings. It all depends on what your employer allows.

When it comes to proving your loss, different companies might ask for different documents. Some might not need any proof, while others might ask for things like a death certificate, a funeral program, or just the name of the relative who passed away. Your best bet is to ask your employer what they require.

Navigating compassionate leave as an employee 

Different companies have different rules regarding time off after a loss. To ensure everything goes smoothly, it's important to ask your employer how to request compassionate leave.

Here's a simple guide on how to do it:

• Check your company's policies to see if it has a bereavement policy and how many days off it offers.
• Send a straightforward leave request email to your employer saying you need compassionate leave and ask what you need to do.
• Get the documents ready to prove your loss, like an obituary, funeral program, or death certificate.
• Sometimes, you might have to fill out a form with info about your request, like your relationship with the one who passed away and how long you need off.
• In some cases, you may need to fill out a form with details of your request. These could include your relationship to the deceased, the duration of leave you requested, and the funeral home's name.

Losing someone close to you is tough, especially when you have to discuss it at work. If you need some time off, it's fine to explain why simply. Just tell your employer what feels right to you and provide any information they need to handle your request.

Remember to let your team members know, too. That way, they can help out while you're away. It's all about making things easier for everyone during a difficult time.

So, don't stress about work stuff. Instead, focus on taking care of yourself and your family during this difficult period.

Managing compassionate leave requests as an employer 

Besides having a compassionate leave policy, employers can also support grieving employees in different ways. Handling a request for compassionate leave promptly can help the employee deal with the loss and recover faster.

Here are some things you should do:

• Keep compassionate leave requests private.
• Teach your team about how to support a grieving colleague.
• Train managers to be understanding when dealing with compassionate leave requests.
• Let the grieving employee work flexibly to take care of personal matters.
• Share the workload with other team members to ease the burden on the grieving employee.
• Connect the grieving employee with a supportive colleague who understands what they're going through.
• Offer extra help through an employee assistance program.

How to extend compassionate leave in Singapore 

If you're dealing with a loss, you might find yourself needing more time off than expected. Maybe you have extra responsibilities to handle, or the funeral is far away.

Some companies allow employees to extend compassionate leaves. Sometimes, you can use other types of leave you've saved up, like sick days or vacation time, to take more time off. Your employer might also be open to letting you work part-time or from home for a while.

Whether you can get more time off might depend on how your absence affects your team's work. If someone else can cover for you without any issues, your boss might be more likely to approve an extension.

Returning to work after bereavement 

After the short compassionate leave ends, heading back to work can be tough. You might feel unsure about how to handle things or worry that your emotions could impact job performance.

Here are a few tips to help you manage grief while you're back at work:

• Focus on your job: Keeping yourself occupied can be healing. Don't put too much pressure on yourself to perform at your usual level right after your compassionate leave. Instead, concentrate on being productive to shift your focus away from your grief. 
• Seek help or therapy: There's no shame in reaching out for support when you need it. Be open with your colleagues about what you're experiencing, so they can offer the assistance you require. If you're struggling with emotional challenges, consider seeking guidance from a grief counsellor or therapist. 
• Create breaks: Although it's crucial to keep busy, remember to be kind to yourself. Grief can drain your energy, so make sure to take breaks to avoid burning out. Try incorporating breathing exercises, meditation, or short walks into your day to help reduce stress at work. 

As an employer, you can assist a grieving employee as they transition back to work by having a conversation. Take the time to understand what they require to navigate through this challenging period and make any adjustments needed to provide support. 

This could involve lightening the workload or modifying the work schedule. Additionally, consider including grief counselling as part of your employee assistance program or providing subsidies for employees seeking help from grief counsellors to manage emotions effectively.

Conclusion 

Compassionate leave is a crucial workplace policy because it allows employees the time they need to deal with the loss of a loved one. This provision is essential for maintaining employees' emotional well-being and fostering a positive atmosphere at work.

Both employees and employers have important roles to play in supporting grieving coworkers. When colleagues understand and accommodate the needs of mourning employees, it becomes easier to transition back to regular routines.

While it's not legally required, it's highly recommended for workplaces to establish a policy that provides paid compassionate leave. Such a policy helps create a culture of empathy and support in the workplace, leading to a happier and more committed workforce.

FAQs 

Here are answers to some frequently asked questions about compassionate leave:

1. How does compassionate leave work?
   Compassionate leave is a type of time off given to an employee when a family member passes away. When approved, this leave lets the employee take a break from work for a few days to grieve, help with funeral plans, and handle any important legal or financial tasks related to the loss.
2. What is the typical duration of compassionate leave?
   Many companies provide grieving employees with a minimum of two days of paid compassionate leave, although the specific duration can differ between employers.
3. Can I take compassionate leave for non-immediate family members?
   Depending on your company's rules, you might get compassionate leave even if the deceased loved one isn't an immediate family member. Typically, this leave is only for immediate family like a spouse, parent, child, or sibling.
4. Is compassionate leave paid or unpaid?
   You might get paid or unpaid compassionate leave. Yet, lots of employers keep paying employees even when they're not at work due to bereavement.
5. How many days of compassionate leave am I entitled to?
   The amount of time you can take for compassionate leave is up to your employer, since compassionate leave is not defined by statutory law in Singapore. That said, most companies offer between 2-5 days per year.
6. Can I extend my compassionate leave?
   The employer has the discretion to extend compassionate leave. Some companies allow employees to take additional time off for bereavement, while others don't.
7. What happens if I need more time off than my compassionate leave allows?
   If you explain to your employer why you need a longer compassionate leave, they may be willing to grant you an extension. Alternatively, you can use other types of leave to get extra time away from work.
8. Do all companies offer compassionate leave?
   Not all companies have a compassionate leave policy. Then again, most employees are allowed to request a leave of absence to grieve the loss of a loved one.
9. Can I use sick leave instead of compassionate leave?
   Yes, you can try to use your sick leave to replace or extend your compassionate leave. However, there's no guarantee that you'll receive approved leave.
10. Are part-time employees eligible for compassionate leave?
    Again, it depends on your employer. Some companies do provide compassionate leave to part-time workers.