Bereavement Leave

Bereavement Leave in India: Rules, Days and Policy Guide

Bereavement leave is time off from work after the death of a close family member, to grieve, attend the funeral and last rites, and deal with practical matters.

In India, no central law requires private employers to offer it, so how many days you get, and whether they are paid, depends on your company’s leave policy.  

Most Indian employers that offer it give 3 to 5 paid days for an immediate family member. This guide explains what the law does and doesn’t cover, typical entitlements, how to ask for leave, and how HR can build a fair policy. 

Quick answer: Is bereavement leave mandatory in India? No. No central law requires private employers to provide bereavement of leave. Companies that offer it usually give 3–5 paid days for the death of a spouse, child, parent or sibling, and fewer days for extended family. Where there is no policy, employees can use their casual or earned leave. 

What Is Bereavement Leave? 

Bereavement leave (also called funeral leave or, in some companies, compassionate leave) is leave granted when someone close to an employee dies. It gives the employee time to: 

• Be with family and grieve 

• Attend the funeral, cremation or burial and the rites that follow 

• Travel, sometimes to another city or country 

• Handle immediate formalities such as the death certificate, bank accounts and insurance 

Unlike casual or earned leave, bereavement leave is usually event-based: it is granted when a death occurs, rather than accrued as an annual balance. 

In Hindi, bereavement leave is commonly called shok avkash, meaning “mourning leave”. 

Bereavement Leave vs Compassionate Leave 

The two terms are often used interchangeably. Where a company distinguishes them, bereavement leave covers a death, while compassionate leave is broader and can cover a family member’s serious illness or another personal crisis. 

Is Bereavement Leave Mandatory in India? 

No. India’s labour laws do not include a separate bereavement leave entitlement for private-sector employees. That includes the labour codes in force since 21 November 2025.  

In practice, it is provided through company policy, an employment contract, or, in some workplaces, certified standing orders. 

That does not mean you have no leave to fall back on. Here is what applies: 

Source	What it provides	Bereavement leaves?
Company leave policy or employment contract	Whatever the employer has committed to	Yes, if the policy includes it
State Shops and Establishments Acts	Casual, sick and earned leave for shop and office employees (amounts vary by state)	No separate category; existing leave can be used
Labour codes (OSH Code, 2020)	Annual leave with wages for eligible workers in covered establishments	No separate category; annual leave can be used
Standing orders (for larger industrial establishments)	Leave rules agreed or certified for the establishment	Only if the standing orders include it
Central government service rules	Casual and earned leave; 60 days of special maternity leave after a stillbirth or a baby’s death within 28 days of birth	No general bereavement leave

Because there is no legal minimum, employees should check their leave policy, and employers should write one down so that every request is handled the same way. 

How Many Days of Bereavement Leave Do You Get in India? 

There is no legal number. Most Indian companies that have a policy give 3 to 5 working days for an immediate family member, with fewer days for extended family. The table shows common practice, not a legal requirement. 

Relationship	Typical company policy
Spouse or partner	5 days
Child (including adopted or stepchild)	5 days
Parent (including step-parent)	3–5 days
Sibling	3 days
Parent-in-law	2–3 days
Grandparent or grandchild	1–2 days
Other relatives or close friends	At the manager’s or HR’s discretion

Why Indian Policies Often Need More Flexibility 

In many Indian families, rites continue for 10 to 13 days after a death, and employees may need to travel to a hometown, sometimes twice: for the funeral and again for later ceremonies. A policy that allows the leave to be split, or adds travel days, often works better than one continuous block of three days. 

Who Is Eligible for Bereavement Leave? 

Eligibility is set by the employer’s policy. Good practice is to cover: 

• All employees from the first day, including those on probation period. Refusing bereavement leave because someone is new is widely seen as poor practice. 

• Contract and fixed-term employees, at least on the same terms as permanent staff doing similar work. 

• Part-time employees, for their scheduled working days. 

Policies should define “family” broadly enough to reflect real families, including step-relatives, in-laws, partners and anyone the employee lived with or cared for. 

Is Bereavement Leave Paid? 

In most Indian companies that offer it, yes: days within the policy are fully paid and do not reduce other leave balances. If you need more time than the policy allows: 

Situation	What usually happens
Within the bereavement leave policy	Fully paid; no deduction
Extra days	Paid from your casual or earned leave balance
No bereavement policy	Casual or earned leave used; paid from that balance
No leave balance left	Leave without pay, unless the employer agrees otherwise

Weekends and public holidays that fall within the period usually do not count against bereavement days; check your policy. 

Pregnancy Loss and the Death of a Baby 

This is the one area where Indian law does provide specific leave: 

• Miscarriage or medical termination of pregnancy: women employees in establishments covered by the Code on Social Security, 2020 are entitled to 6 weeks of paid leave. See Taggd’s guide to maternity leave in India for eligibility. 

• Stillbirth or the death of a baby within 28 days of birth (central government): a DoPT Office Memorandum dated 2 September 2022 grants female central government employees 60 days of special maternity leave, for those with fewer than two surviving children. 

Private employers can choose to extend similar support. Many progressive policies now include leave for the employee’s partner after a pregnancy loss. 

Bereavement Leave for Government Employees 

The central government’s CCS (Leave) Rules do not set out a general bereavement leave. Central government employees usually take casual leave, earned leave or other leave in their account after the death of a family member.  

The specific provision is the 60-day special maternity leave after a stillbirth or neonatal death described above. State government and public-sector rules vary, so check with your department or HR. 

How to Apply for Bereavement Leave 

You don’t need to give advance notice or fill in forms before you go. A typical process: 

1. Tell your manager as soon as you can, by call or message. A few lines are enough. 

2. Say roughly how long you expect to be away and whether you need to travel. 

3. Submit the formal application when you are able, often after you return, through email or the HR system. 

4. Provide proof if your policy asks for it, such as the death certificate or a self-declaration. Most employers accept it after leaving. 

5. Ask HR about extra time if you need it, rather than letting the absence go unrecorded. 

Sample Messages 

Message to your manager (on the day): 

Bereavement leave application (email to HR): 

How Employers Should Handle Bereavement Leave 

• Approve first, document later. Don’t ask for a death certificate before approving. 

• Acknowledge the loss personally. A short condolence note from the manager matters more than the approval notification. 

• Code it correctly as bereavement leave so that it doesn’t use casual or sick leave. 

• Tell the employee what else is available, such as extra leave, flexible hours or an employee assistance programme, before they have to ask. 

• Plan the return. Offer a phased return or work-from-home days for the first week if the role allows. 

• Never record a genuine bereavement as unauthorized absence without first offering other leave options. 

Bereavement Leave Policy Template 

Adapt this template to your organization and have it reviewed before adoption. 

1. Purpose. [Company] provides paid bereavement leave to support employees after the death of a family member or someone close to them. 

2. Eligibility. All employees, including those on probation, fixed-term and part-time employees, from their first day of employment. 

3. Entitlement. Paid bereavement leave per occurrence: 

• Spouse, partner or child: 5 working days 

• Parent, sibling or parent-in-law: [3–5] working days 

• Grandparent or grandchild: [2] working days 

• Other relatives or close friends: up to [1] working day, at the manager’s discretion 

4. Travel. Up to [2] additional paid days where the employee must travel more than [500] km. 

5. Pregnancy loss. [X] days of paid leave for an employee or their partner after a miscarriage or stillbirth, in addition to any statutory entitlement. 

6. How to use it. Leave may be taken in one block or split within [30] days of the death, to allow for rites and ceremonies. 

7. Notice and documents. Inform your manager as soon as reasonably possible. HR may ask for a death certificate or self-declaration after the leave. 

8. Extra time. Employees may use casual or earned leave, or request unpaid leave, for additional time. Requests will be considered sympathetically. 

9. Support. Employees can access [employee assistance programme / counselling] and may request a phased return. 

10. Confidentiality. Information shared about the bereavement will be kept confidential. 

HR Checklist 

Check	Done?
Policy published in the handbook and HR portal
“Family” defined broadly (step-relatives, partners, in-laws)
Probationers and contract staff included
Bereavement leave set up as a separate leave type in the HR system
Managers briefed on approving first and documenting later
Pregnancy loss and stillbirth covered
Policy consistent with your standing orders or state Shops and Establishments rules

FAQs 

Build a Bereavement Policy Your People Can Rely On 

Bereavement leave isn’t required by law in India, but how an employer handles a death in an employee’s family is remembered long after. A written policy, managers who approve first and ask questions later, and enough flexibility for travel and rites make the difference.

For related topics, see Taggd’s HR Glossary guides.