Employers are being urged to review their bereavement policies and prepare managers for a significant expansion of statutory leave rights due to come into force in April 2027.
HR consultancy Peninsula says the changes will extend protection beyond employees who lose a child, introducing a day-one right to up to two weeks of unpaid bereavement leave following the death of a close family member.
The new entitlement in Great Britain is also set to recognise a wider range of family relationships, including step, half, adoptive, foster and kinship-care relationships.
Importantly, the protection will also cover pregnancy loss before 24 weeks, including terminations, IVF embryo transfer loss and surrogacy.
Employees will be able to take the leave in separate periods during the 56 weeks following their loss, providing greater flexibility over when time away from work is needed.
Peninsula says employers should not wait until the legislation takes effect before reviewing their approach, as the changes are likely to have implications for policies, manager training, staffing, record-keeping and communication.
Kate Palmer, COO at Peninsula, said:
“This is an important change as grief is so individual. It does not begin and end with a funeral, and it certainly doesn’t fit around a timetable determined by a workplace.
“Until now, the statutory right was narrowly focused on parents who had lost a child under 18 or a stillborn baby after 24 weeks of pregnancy. From April 2027, the law will recognise a much wider range of loss and relationships including the death of a partner, parent, adult child or sibling, as well as loss at any stage of pregnancy.
“That is a significant step forward for employees, but it also means employers cannot treat bereavement leave as simply a policy-writing exercise. Managers will be dealing with people at some of the most difficult moments of their lives, often with little notice and with no requirement to provide evidence. The quality of the response from the manager will matter just as much as the right to leave itself.
“Employers should review their bereavement and compassionate leave policies now, rather than waiting for April. Make sure managers understand who the new right applies to, how notice works and how to respond with empathy and consistency.
“The right to take leave at different points over a 56-week period following bereavement or pregnancy loss is especially important. An employee may need time away immediately, or later once the practical arrangements have ended and the emotional impact of the loss is felt. It’s important to note that employers will need processes that are flexible enough to reflect that reality while still giving teams clarity about cover and record-keeping.
“Because the entitlement is unpaid, it is only a minimum standard. Employers who already offer paid compassionate leave should consider whether their arrangements remain appropriate for the wider range of circumstances now recognised. Those who do not currently offer enhanced support may want to look at what more they can do, because a compassionate response can strengthen trust, retention and employee wellbeing.”
What Should Employers Do Before April 2027?
Peninsula recommends that organisations begin preparing well in advance of the new entitlement.
This should include updating bereavement and compassionate leave policies to reflect the expanded statutory protection and ensuring managers understand how the entitlement will operate.
Businesses should also consider training line managers to respond appropriately and consistently when an employee reports a bereavement or pregnancy loss.
Clear but proportionate processes for notification and record-keeping will be important, particularly because leave can potentially be taken at different points over a 56-week period.
Employers may also want to consider whether simply providing the statutory unpaid entitlement is appropriate for their workforce.
Organisations that already provide paid compassionate leave will need to examine how their existing policies interact with the expanded statutory right, while others may decide to enhance their provision as part of their wider employee wellbeing and retention strategies.
