Bereavement leave offers employees time off to grieve following the death of a loved one – allowing them to mourn, settle affairs and participate in memorial activities. While not guaranteed by federal law in the U.S., it is increasingly recognized as a key element of compassionate employer policy.

A frequent source of confusion is exactly who counts as immediate family under a company’s bereavement policy. The term is often used in HR handbooks and corporate leave policies, yet the definition can vary significantly. To avoid ambiguity, it’s worthwhile to clarify which relationships are typically included.

First, parents (biological, adoptive, or legal guardians) are commonly listed in bereavement-leave definitions. This may also encompass stepparents or others who played a primary caregiving role.

Second, siblings (full, half, or step) are also generally considered immediate family. Some employers extend this coverage further, for example to siblings-in-law, depending on the policy.

Third, spouses and domestic partners are almost universally covered. Modern policies increasingly recognize domestic partnerships or civil unions, reflecting changing family structures.

Fourth, children (biological, adopted, foster or stepchildren) are almost always included. Many policies make no distinction based on age, recognizing that the parent-child relationship persists into adulthood.

Fifth, grandparents are sometimes included. While not universal, the inclusion of grandparents acknowledges the importance of those relationships in many family structures and offers additional support to grieving employees.

Finally, in-laws (for example a spouse’s parent or sibling) may be included in some policies. Although less consistently covered, recognizing in-laws can foster a more inclusive and caring workplace culture.

Clearly articulating who is included as immediate family helps avoid confusion, ensures fairness, and demonstrates commitment to employee wellbeing. Employers should make their bereavement policies easily accessible (for example in the employee handbook or HR portal), outline eligibility and procedures, and explain any documentation requirements.

Encouraging open communication, being sensitive about documentation (such as funeral notices), clarifying pay status during leave (paid, unpaid, or use of accrued leave), and facilitating a gradual return to work can all make a meaningful difference.

In an era when family structures are diverse and evolving, taking a thoughtful approach to bereavement leave, including a well-defined immediate family clause, signals that an organization values its people and supports them when they face loss.

ASE Connect

For more information or a sample policy, ASE members can contact the HR Hotline.