There is no statutory entitlement to bereavement leave in Ireland, yet most employers offer it, and the best ones have a clear policy. This guide covers compassionate leave allowances, force majeure rules, and how to support your team Read more
Understanding bereavement leave in Ireland matters for every employer and HR professional. When an employee loses a loved one, how your organisation responds has a lasting impact on both the individual and your workplace culture. This guide explains what compassionate leave in Ireland involves, the legal position, typical entitlements, and how to build a policy that supports your people while protecting your business.
Bereavement leave, also known as compassionate leave in Ireland, is time off work following the death of a family member or someone close to the employee. The purpose is to allow time to grieve, attend funeral arrangements, and begin to process their loss.
While the terms are often used interchangeably, bereavement leave refers specifically to time off following a death. Compassionate leave is broader and can also cover serious illness of a family member, pregnancy loss, or other personal crises. Most Irish workplaces treat bereavement leave as one category within a wider compassionate leave policy.
There is no statutory right to bereavement leave in Ireland. Unlike annual leave, maternity leave, or statutory sick leave, no legislation requires employers to grant time off following a bereavement.
However, most responsible Irish employers do provide bereavement leave through employment contracts, company handbooks, or established practice. Once provisions are included in a contract, handbook, or consistently applied over time, they can become contractually binding. For guidance on building workplace policies, see our HR Policies and Procedures service.
Although there is no legal standard, the following reflects common practice across private and public sector organisations.
| Relationship to Deceased | Typical Paid Leave | Notes |
|---|---|---|
| Spouse or partner | 5 days | Some employers offer up to 7 days |
| Child (including stillbirth) | 5 days | Additional unpaid leave often granted |
| Parent or step-parent | 5 days | Most common entitlement tier |
| Sibling | 3 to 5 days | Varies by employer |
| Grandparent | 2 to 3 days | Often 3 days in public sector |
| In-laws | 2 to 3 days | May depend on closeness |
| Uncle or aunt | 1 to 2 days | Funeral day plus travel if needed |
| Cousin | 1 day | Some offer at discretion |
| Close friend or colleague | 0 to 1 day | Typically at manager discretion |
These are guidelines, not legal requirements. Where overseas travel is needed, many employers will consider extra time as paid leave, unpaid leave, or annual leave.
The closest statutory leave type is force majeure leave under the Parental Leave Act 1998. However, force majeure leave is not bereavement leave.
It applies where an employee’s immediate presence is urgently required due to injury or illness of a close family member. The requirements are:
The entitlement is limited to 3 days in 12 months and 5 days in 36 months. It is paid leave but does not cover attending a funeral or time off to grieve. For more on statutory leave, visit the Workplace Relations Commission.
When notified of a bereavement, lead with sympathy. Policy and process can follow. A simple “I am sorry for your loss, take whatever time you need and we will discuss details when you are ready” sets the right tone.
Apply your policy consistently, but recognise that grief is not one-size-fits-all. Some employees may need additional time for sudden deaths, caring responsibilities, or travel. Our HR Essentials service provides practical guidance on applying policies fairly.
It is reasonable to confirm the relationship and dates of leave. Requiring death certificates or detailed medical information is unnecessary and insensitive.
Consider access to an Employee Assistance Programme (EAP), a phased return to work, temporary workload adjustments, or flexible arrangements. Be mindful of how you approach contacting employees on leave during this period.
Record dates, leave type, relationship to the deceased, and whether leave was paid or unpaid. Maintain confidentiality and GDPR compliance.
Every employer should have a written policy. Even without a legal requirement, a clear policy ensures consistency, prevents disputes, and gives managers confidence.
Define who the policy covers. Best practice is to make bereavement leave available from day one.
Set clear tiers based on relationship to the deceased. Use the table above as a starting point, grouping into “immediate family,” “extended family,” and “other close persons.”
State clearly whether leave is paid, unpaid, or a combination. Most employers provide paid leave for immediate family. Any paid leave must comply with the Payment of Wages Act.
Keep it simple: a phone call to the line manager or HR contact should be sufficient. Avoid requiring written applications during initial grief.
Include a provision for management discretion in exceptional circumstances such as the death of a child, overseas funerals, or multiple bereavements.
Clarify how bereavement leave interacts with annual leave, sick leave, and force majeure leave.
For support developing your policy, our Employment Advice service can help.
Before the employee returns, discuss what they need. Some people prefer routine; others need a gradual reintroduction. Offer a phased return if possible.
With the employee’s permission, let their team know. Respect their wishes about how much to share.
Grief does not end when leave does. Watch for reduced concentration, fatigue, or increased absence in the following months. Avoid using a disciplinary procedure where performance issues are clearly grief-related.
If your organisation does not have an Employee Assistance Programme, a bereavement is a strong reminder of why one matters.
There is no statutory entitlement. The number depends on the employer’s policy, contract, or workplace custom. Most employers offer 3 to 5 paid days for immediate family and 1 to 3 days for extended family.
It can be either, at the employer’s discretion. Most Irish employers provide paid leave for immediate family bereavements.
This depends on your employer’s policy. Many offer 1 to 2 days for an uncle or aunt, and 1 day for a cousin. If no policy exists, request annual leave or unpaid leave.
Force majeure leave is statutory (up to 3 days in 12 months) for when your immediate presence is urgently required due to injury or illness of a family member. It does not cover funerals or grieving. Bereavement leave is not statutory but is provided by most employers.
Yes. It ensures consistency, gives managers guidance, and demonstrates commitment to employee wellbeing. Contact PurpleTree’s employment advice team for help drafting one.
If a public holiday falls during bereavement leave, the employee retains their public holiday entitlement separately.
Explore more of our guides to Irish employment law and employer obligations:
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