Bereavement Leave for Remote Workers: Rights, Laws & How to Request

When someone you love dies, life does not pause. There are phone calls to make, arrangements to handle, paperwork to complete and everyday responsibilities that still expect attention. For many people, that includes work, even while they are still in shock.

Bereavement leave is meant to offer time and space after a loss, but the rules are often unclear. Many employees are left wondering whether bereavement leave is paid, how many days they are allowed to take and whether their job is protected while they grieve. These questions can feel even more complicated for remote and gig workers or those employed across borders.

What Remote Workers Need to Know About Bereavement Leave

Bereavement leave also called compassionate leave, funeral leave, or grief leave - is time off from work following the death of a family member or loved one.

This leave exists to give you space to:

• Process grief and begin emotional recovery

• Attend funeral, memorial, or burial services

• Handle death-related administration (death certificates, estate matters, probate)

• Support grieving family members

• Travel to services or to be with relatives

• Manage immediate practical matters (notifications, care arrangements)

The fundamental principle behind this leave is that days following a death involve unavoidable, time-intensive responsibilities that employed people cannot simply postpone.

Do Remote Workers Get Bereavement Leave?

Short answer: Yes. Them, like any other workers are human and experience loss and eventually grief.

However, the reality is more nuanced:

When Remote Workers Are Protected

Employees with employment contracts: If you're a remote employee (not a contractor), you typically have the same legal protections as in-office staff:

• Subject to the same national labor laws

• Entitled to the same bereavement leave policies

• Cannot be treated differently based on work location

The Grey Areas

Independent contractors and freelancers:

• Often not covered by employment law protections

• No automatic entitlement to paid bereavement leave

• Must negotiate terms individually or rely on contract provisions

• May have unpaid time off flexibility but no legal guarantee

International remote workers

For remote employees working across borders, bereavement leave entitlement depends on the employment contract and the jurisdiction governing the relationship. Your coverage usually depends on:

• Where the company is registered

• Where you physically work

• What your employment contract states

• Local labor law requirements

Gig Workers and Platform Workers

Workers for platforms like Uber, Upwork, Fiverr or TaskRabbit typically have:

• No bereavement leave entitlement (classified as independent contractors)

• Flexibility to take unpaid time (but no income during that period)

• No job protection if they pause work

Important: Some jurisdictions are reclassifying gig workers as employees, which would grant bereavement leave rights. Check your local laws.

Employee vs Contractor vs Gig Worker: Know Your Classification

What Remote Workers Should Do

1. Check your employment contract: Look for bereavement leave clauses

2. Verify your classification: Employee vs. contractor status matters enormously

3. Know which country's laws apply: Especially if working internationally

4. Ask HR directly: "Do remote employees have the same bereavement leave as office staff?"

5. Document everything: Keep copies of your contract, employee handbook, and any communications about leave

Bottom line: If you're a remote employee, you almost certainly have bereavement leave rights. If you're a contractor or freelancer, you probably don't - but always check your specific situation.

How Much Bereavement Leave Do Remote Workers Get?

If you're a remote employee, you get whatever your country and employer provide. Here's a quick reference:

Countries With Paid Bereavement Leave

• France: 3 day minimum (The duration of your leave cannot be deducted from the number of days of your annual paid leave.)

• Canada: 5 days minimum ( Read the New and Expanded Canada Labour Code Leave Entitlements Related to Pregnancy Loss, Child Placement and Bereavement)

• Australia: 2 days paid minimum ( Fair Work Ombudsman )

• Japan: 2 days paid minimum (applies to full-time employees)

• UAE: 3-5 days paid ( UAE Government )

• China: 2 days paid minimum ( Read more )

For specific country details, check with your HR department or local labor authority.

Remote Worker Leave Rights vs Other Types of Leave

Critical distinction: Leave entitlements, duration, and pay vary widely by country, region, and employer. Some countries legally guarantee paid bereavement or parental leave, while others leave these decisions to individual employers or collective agreements. Remote and cross-border workers may be covered by different labor laws depending on where they live, where their employer is based, and how their contract is structured. Always check local labor regulations or your employment agreement for details that apply to your situation.

Can I be fired for taking bereavement leave?

Where legal protections exist: No. Enhanced bereavement leave includes protection from reprisals, including prohibition against considering the leave in promotion or training decisions.

Where no law exists:

• Most employers won't terminate someone for reasonable requests

• Firing someone for bereavement leave is extremely poor practice and potentially discriminatory

• If termination seems wrongful, consult an employment attorney

Do I need to provide proof of death?

Proof of loss can include obituaries, death certificates, travel documents, funeral documents. Requiring proof can be uncomfortable and may cause employees to view the policy as insensitive.

Many employers trust employees and only request documentation if legally required or for extended leave.

Can I split bereavement leave into non-consecutive days?

In some organizations and jurisdictions, mourning leave can be taken in non-consecutive days, which is helpful for employees who may not need several days off immediately but may require time later for memorials, religious events or emotional well-being.

Depends on:

• Your country's laws

• Your employer's flexibility

• The reason (delayed memorial, estate matters, cultural practices)

Always review your employment contract and consult HR or legal counsel if unclear about your status.

What if I need more time than the policy allows?

Options:

1. Request additional unpaid leave

2. Use vacation/PTO days

3. Request flexible work (remote work, adjusted hours)

4. Explore medical leave if grief causes serious health issues

5. Negotiate with your employer

Most companies understand the need for additional time when travel is involved. Employees may be allowed to supplement bereavement leave with vacation days, unpaid time off, or remote work arrangements

How Remote Workers Should Request Bereavement Leave

Step 1: Review Your Employee Handbook

Look for:

• Bereavement/compassionate leave policy

• Duration and whether it's paid

• Who qualifies

• Request procedures

• Remote worker-specific provisions

Step 2: Notify Your Manager or HR Immediately

What to say:

"I need to inform you that my [relationship] has passed away. I'll need to take bereavement leave from [date] to [date]. I'll keep you updated if I need additional time."

You don't owe extensive details. A brief, factual notification is sufficient.

Step 2.5: Address Remote-Specific Considerations

If you're a remote worker, clarify these points when requesting leave:

Time zone considerations:

"I'm currently in [timezone]. I'll be unreachable from [date/time] to [date/time] in [your timezone]."

Equipment return (if traveling):

"I'll be traveling to [location] for services. I'll have my laptop with me but may have limited connectivity."

International travel:

"I'll be traveling internationally to attend the funeral. Please let me know if there are any additional considerations for taking leave while abroad."

Contractor clarity:

"I understand I'm classified as a contractor. Could you confirm what leave provisions, if any, apply to my situation?"

Step 3: Request Leave in Writing

Email template (standard):

Subject: Bereavement Leave Request – [Your Name]

Dear [Manager/HR],

I am writing to formally request bereavement leave due to the death of my [relationship]. I will need to be out from [start date] through [end date].

[If required: I will provide documentation as requested.]

Please let me know if you need any additional information. I will do my best to [ensure coverage/hand off urgent tasks].

Thank you for your understanding.

[Your name]

Step 4: Handle What You Can, Then Let Go

If possible:

• Brief colleagues on urgent matters

• Set an out-of-office message

• Provide emergency contact only if comfortable

But remember: Your employer should not expect full availability during bereavement leave.

Step 5: Ask About Additional Support

Many companies offer:

• Employee Assistance Programs (EAP) with free grief counseling

• Flexible return-to-work schedules

• Extended leave options

• Mental health resources

What Remote Workers Can Do Without a Bereavement Leave Policy

If your employer doesn't offer bereavement leave:

1. Check your country/state laws – you may have legal entitlements

2. Request use of sick leave, vacation, or unpaid time

3. Ask for flexible arrangements (remote work, adjusted schedule)

4. Inquire about coworker hour donations (some workplaces allow this)

5. Document everything in case of disputes

6. Seek legal advice if your request is denied unfairly

Guide for Employers With Remote Teams

For Employers who have remote/gig workers, creating a bereavement leave policy is essential for providing clear guidelines and support.

What Your Policy Should Include

1. Clear eligibility

• Define "family" broadly

• Consider chosen family, close friends, pregnancy loss

2. Adequate duration

• Minimum: Match legal requirements

• Best practice: 5-10 days; 20+ days for child loss

• Progressive UK employers offer: Unilever up to 20 days paid; Lloyds Banking Group up to 25 days paid; Barclays and EY up to 10 days paid.

3. Make it paid

• Demonstrates genuine support

• Removes financial stress during crisis

4. Simple request process

• Minimise proof requirements; trust employees

• Make forms easy to complete

5. Flexibility

• Allow non-consecutive days

• Permit PTO extensions

• Consider international travel needs

6. Return-to-work support

• Phased return options

• EAP access

• Mental health check-ins

7. Remote worker clarity

• State explicitly: "Remote employees have the same bereavement leave entitlement as office-based employees"

• Address contractors separately: Make clear whether freelancers/contractors have any provisions

• Consider international workers: Clarify which country's laws apply for cross-border remote employees

• Account for time zones: Allow flexibility for remote workers attending services in different locations

• Technology expectations: Clarify whether employees need to return equipment, down tools or maintain any availability