Managers Guide to Bereavement Leave

Managers Guide to Bereavement Leave



Applies to: all TWG Support Services Managers

Overview

Remember: As a leader in this business, you are responsible for delivering excellence through the use of business processes. You need to listen, understand and help guide the team to follow the processes outlined in this guide

What is Bereavement Leave?


Bereavement leave is available to permanent and temporary team members.

Bereavement leave is available for each bereavement suffered; the levels of time off vary according to the relationship between the team member and the deceased.


Why is it important to get Bereavement Leave right?

This can be a very emotional time for a team member. This is a time for managers to show compassion and help the team member through this difficult time.

Process:


1. Team member requests leave: 
The team member will need to complete a leave application on MyPay to request this leave. As this can be an intense and unexpected time for the team member they may not think of applying until they return to work.


The team member may be asked for an explanation of who has passed away and/or the relationship with the deceased


2. What is the minimum entitlement?
There is no minimum service qualifying period. There are two levels of entitlement available (per bereavement):


  • Up to three-days’ leave is provided to team members who have lost a spouse, parent, child, brother, sister, grandparent, grandchild or spouse’s parent.
  • One-day’s leave is provided where the manager accepts that the team member has: 
    • Lost a close friend or relative not listed above
    • Significant responsibilities relating to the funeral arrangements or cultural responsibilities in relation to the death

If the team member suffers more than one bereavement at the same time they are entitled to the days per bereavement eg if the team member’s parents passed away at the same time that would be 6 days leave.

3. Is leave in excess of entitlement appropriate?
In some cases, further paid bereavement leave can be provided, at the manager’s discretion. Managers should be as considerate and caring as they can in these circumstances.
Also, due to travel requirements, team members may request more time off than the bereavement entitlement allows, so annual leave or unpaid leave may need to be provided.

4. Advice on leave to be offered:
To ensure consistency in the company’s management of extended leave, contact Ask People Support for advice on the appropriateness of leave proposed where necessary.

5. Confirm leave arrangements to team member:
If possible discuss the leave with the team member and process the application - approve or decline through MyPay.

6. What if the team member is on annual leave when the bereavement occurs?
The manager must allow the team member to take bereavement leave and the annual leave is either extended by the corresponding period or reinstated as holiday entitlement for future use.

    What if the bereavement occurs while the team member is on ACC?
In this case the manager is not required to allow bereavement leave.

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