Employers have a duty to care for their employees, including those going through a bereavement
Employees requesting compassionate leave when they lose a loved one is something employers should be prepared for from the beginning. Many Singaporean companies offer paid leave for situations like this – but are they legally required to provide these days off to all employees?
Below, we define compassionate leave, its policies and whether employers are required to offer the leave.
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Compassionate leave, also known as bereavement leave, is paid leave for employees to take when a loved one has passed away. Employees can use the time to grieve, attend or prepare the funeral properly.
The company’s compassionate leave policies are usually stated in the employment contract or employee handbook. If the company did not mention compassionate leave in any document, employers may still grant the leave if employees inform the company.
Companies typically offer at least two to three days of paid compassionate leave, but some could offer more. Although it is not a requirement, companies may ask the employee to present a death certificate to prove the employee’s loss.
The Ministry of Manpower (MOM) does not require companies to provide bereavement leave to their employees. Therefore, it is up to companies to offer leave entitlements.
In Singapore, many companies offer compassionate leave. According to MOM’s Staff Leave and Welfare Benefits 2003, compassionate leave was the most widely provided leave benefit in the private sector on top of the standard annual leave requirements. However, MOM’s Conditions of Employment 2020 has found that the number of companies offering compassionate leave, along with other non-statutory leave benefits like marriage and study leave, was lower than in 2018, which is believed to be due to less demand during the COVID-19 pandemic.
While it may seem like an unnecessary cost for the organisation, offering compassionate leave has many long-term advantages. For example, employees dealing with the death of a family member without the support of management could see a devastating impact on their health such as depression and cardiovascular disease. Offering paid annual leave for situations like this promotes a productive workplace as it provides appropriate time for employees to properly focus on personal matters without negatively affecting their work and colleagues.
Offering compassionate leave encourages the loyalty of employees to the company. Companies that provide compassionate leave to their employees are seen as caring. Therefore, it boosts the trust and satisfaction of employees with the company, increasing employee engagement and lessening turnover rates.
Lastly, offering compassionate leave aside from the usual paid sick and annual leave can make a company stand out from its competitors for job seekers and can attract diverse talent into the workforce.
Employers have a duty to care for their employees, including those who are going through a recent death of a loved one.
Listed below are some ways in how companies can support grief-stricken employees.
Although not required by MOM, having a clear and straightforward compassionate leave policy can minimize confusion and possible misunderstandings in the workplace.
A well-written compassionate leave policy includes details such as the primary purpose of the policy, who are eligible to use the policy, how many paid hours are given, and what requirements are needed for the filing of compassionate leave.
Some companies may share similar terms with their compassionate leave policy. For example, one of the standard policy terms is allowing employees to file for annual paid or unpaid leave if they have already exhausted their compassionate leave days. This allows employees to extend their time off for a few more days if needed.
Another common condition seen is exclusively providing the leave to employees who have worked for a minimum length with the company. Companies that have this clause in the policy may use the leave as a reward to entice employees to stay loyal. Companies could also offer more paid leave days to longer-serving employees than employees who have only worked for a year or less.
Offering longer compassionate leave days for immediate nuclear family losses and providing paid leave days for every family member's death – provided they are reasonable and approved by the employer – are a few more common policies companies apply in their compassionate leave policy.
Returning to work, whether in-office or remotely, can be stressful and difficult for someone who is grieving. Employers and managers should create a safe space that allows employees to both grieve in private and openly share their thoughts with managers when needed. It is best to refrain from offering advice on coping or trying to relate to their emotions as it may come off as insensitive. Instead, reminding them that work comes second when it comes to grieving a loss of a loved one is a good approach when trying to help an employee adjust back to work.
Ang Sze Pheng, director of HR for APAC at WWT, told HRD that asking what the employees need to help them cope, such as providing space in the workplace, offering time off or scheduling a meeting to talk things out makes a significant difference.
“Also, it is always our practice that the first thing we ask is, ‘What do you need from us? Is there anything that we can do to help?’” Ang said. Supporting employees to grieve at their own pace in their own method can help them adjust back to work and could strengthen their trust with the company in return.
People grieve and process death and loss differently. While others may want to take time off and process things themselves, some may want to reach out to others for comfort. Offering professional help such as EAP lets employees know the company cares for their welfare, especially in a difficult situation such as losing a loved one.
In addition, connecting employees to grief counselors or a grief support group can be helpful as it allows them to confide and connect with people who understand what they are going through. Offering this external support enables the employee to properly grieve outside of work hours, which helps them separate work from personal life in a healthy method.
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Although Singaporean businesses are not required to offer compassionate leave, companies should see their workforce as a priority and offering significant benefits such as compassionate leave is a step in investing in their growth as professionals – benefitting both the company and employees in the long run.
