Compassionate leave, also known as bereavement leave, is a crucial part of supporting employees during difficult times.
In Singapore, while not mandated by law, many companies provide compassionate leave as part of their employment policies. This guide will explore what compassionate leave entails, legal requirements, common practices, and the benefits of offering such leave.
What Is Compassionate Leave (Bereavement Leave)?
Compassionate leave allows employees to take time off work to grieve and manage arrangements following the death of an immediate family member. It helps employees cope with their loss without the added stress of work commitments.
Legal Requirements about Compassionate Leave in Singapore
In Singapore, compassionate leave is not a statutory requirement. According to the Ministry of Manpower (MOM), there is no statutory entitlement for marriage and compassionate leave, so employers are not legally obligated to provide it. Whether an employee gets compassionate leave depends on the employment contract or on mutual agreement between the employee and the employer.
If no compassionate leave is offered, an employee can apply for annual leave or unpaid leave instead, and unpaid leave is subject to the employer's approval. Once compassionate leave is written into a contract or staff handbook, however, it becomes a term the employer is expected to honour.
Common Bereavement Leave Practices
Most employers do offer some form of compassionate leave. In MOM's Conditions of Employment survey, 85.3% of establishments offered compassionate leave in June 2024 (89.3% in June 2022). MOM does not set a standard number of days, and the survey reports the share of firms rather than a number of days. The length of leave is therefore decided by each company's policy and often depends on the employee's relationship to the person who has passed away.
Paid vs. Unpaid Compassionate Leave
Compassionate leave can be either paid or unpaid, as the employer decides. Paid leave is the norm among firms that offer it: MOM's Conditions of Employment 2022 report found that 89.3% of firms provided paid compassionate leave, making it the most common non-statutory leave type. Some employers may offer unpaid leave or allow employees to use their annual leave if they need more time.
Covered Family Members
Some companies extend this to in-laws or other close relatives, such as a spouse's parents, while others do not. This depends entirely on individual company policy, so spell out which relatives are covered in writing.
If you are drafting a policy, a simple way to set it up is to tier the days by the closeness of the relationship. The table below is a sample only. It is not a legal standard or a MOM figure, so adjust it to your company's culture and budget:
- Spouse
- Children
- Parents
- Grandparents
- Siblings
Some companies may extend this to in-laws or other close relatives, but this is less common and depends on individual company policies.
Should Compassionate Leave Be Taken Consecutively?
Typically, compassionate leave is taken consecutively following the death of a loved one. This allows employees to attend immediate funeral arrangements and begin the grieving process without interruption.
The Benefits of Offering Compassionate Leave
Offering compassionate leave has numerous benefits, including enhancing employee well-being, boosting loyalty and retention, and maintaining productivity. Learn how supportive leave policies can positively impact your workplace.
- Employee Well-Being: Providing compassionate leave shows that the company cares about its employees' emotional and mental health, fostering a supportive work environment.
- Loyalty and Retention: Employees are more likely to stay with a company that supports them during tough times, enhancing loyalty and reducing turnover.
- Productivity: Allowing employees time to grieve properly can lead to a quicker and healthier return to work, maintaining overall productivity.
Practical Tips for Employers
Employers can effectively manage compassionate leave by implementing clear policies, fostering a supportive environment, and maintaining open communication. Here are practical tips to ensure success.
- Clear Policies: Ensure your company's compassionate leave policy is clearly outlined in the employment contract or employee handbook. Include details on eligibility, covered relatives, duration, pay, and the application process.
- Supportive Environment: Foster a workplace culture that supports employees during their bereavement. This can include regular check-ins, flexible working arrangements, and providing access to Employee Assistance Programs (EAPs).
- Communicate: Maintain open communication with the grieving employee and their team to manage workload and support transitions back to work.
Related leave guides: Singapore's Annual Leave Rules, Sick Leave Entitlement and Eligibility in Singapore and Childcare Leave in Singapore.
Conclusion
Compassionate leave is a vital part of employee support systems. While not legally required in Singapore, many employers recognize its importance and offer it as part of their employment benefits. Clear policies, supportive practices, and open communication can make a significant difference in how employees cope with loss and return to work.
By understanding and implementing compassionate leave effectively, companies can not only support their employees' well-being but also enhance loyalty and productivity, creating a healthier and more supportive workplace for all.
Ensuring Compliance for a Supportive Work Environment
Effortlessly manage compassionate leave and other absences with Swingvy's Leave Management Software. Streamline the process, ensure compliance, and support your employees during their toughest times.
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