What's Inside?
Is Bereavement Leave Paid?
Written by Bene De Ramos August 30, 2025
Losing a loved one is life-altering, yet many employees struggle to balance their grief with rigid workplace expectations. Some are pressured to return too soon, while others must take unpaid leave just to mourn.
Bereavement leave exists to provide time to grieve, yet policies vary widely. Some companies offer only a few days, barely enough to plan a funeral. Others leave it to managers, creating uncertainty when employees need stability the most.
This article breaks down what you need to know: your rights, company policies, and how to find employers that truly support you during life’s hardest moments.
Let’s first cover the basics to help you during this challenging time.
Key Takeaways
- Not a Legally Mandated Benefit in the Philippines: The most critical point to understand is that, under the current Labor Code, bereavement leave is not a legally required benefit for employees in the Philippines. It is a discretionary benefit provided at the discretion of the employer.
- Company Policies Vary Significantly: Because it is not mandated by law, the specifics of bereavement leave—such as the number of days offered, whether the leave is paid, and which family members are covered—can vary widely from one company to another. Many progressive companies offer three to five days.
- Coverage is Typically for Immediate Family Only: Most company policies that offer bereavement leave limit its use to the death of an immediate family member. This is generally defined as a spouse, child, parent, or sibling.
- Legislation to Mandate Leave is in Progress: There is a move to formalize this benefit nationwide. A bill proposing a mandatory 10-day paid bereavement leave was passed in 2024 and is currently under negotiation, which could change the legal requirements for all employers in the future.
What is the Meaning of Bereavement Leave?
This leave is time off from work that employees are granted to mourn the death of a loved one, typically an immediate family member such as your:
- Mother or Father
- Husband or Wife
- Siblings
- Children
Editor’s Note: In Penbrothers, single and single-parent employees also have grandparents as immediate family members for this leave. For married employees, their parents-in-law are covered, too.
This is also known as compassionate leave in some countries, like Australia.
An employer grants this employee benefit to allow an employee to mourn the death of a loved one. It is generally offered as paid leave, but in some cases, it may be unpaid or deducted from other available leave balances, such as vacation or sick leave.
Who is Not Considered an Immediate Family Member?
By law, those who are not considered an immediate family member who impacts the compassionate leave are the following:
- Half-siblings
- Stepsiblings
- Aunt
- Uncle
- Distant Relatives
This is highly important since the Philippines is known for its strong family ties. Filipinos are know to work hard to support not only themselves, but the reality is that they usually assist their nuclear family members.
The Realities of Bereaved Employees in the Philippines
Some common scenarios that employees unfortunately face in the Philippines include the following:
- Uncertainty about eligibility: Not all employers provide compassionate leave, and those that do may have varying policies.
- Pressure to return to work quickly: Without a formal policy on bereavement, employees may feel pressure to resume their work duties, even if they are not emotionally ready to do so.
- Family support: Many workers in the Philippines face the added burden of caring for extended family members during a bereavement period, which can make time off from work even more crucial.
Knowing Your Rights and Benefits
In the Philippines, this leave is not a mandated benefit under the Labor Code. However, there are existing labor laws and practices that support employees during times of loss.
Here’s what you need to know:
1. The Importance of a Clear Policy
While the law doesn’t specifically mandate this leave, progressive companies in the Philippines have recognized the importance of supporting their employees during difficult times.
A clear policy that outlines how much time off is provided is essential.
2. Leave for Extended Family
Most compassionate leave policies in the Philippines apply only to immediate family members. However, in many workplaces, employees can request additional time off for the death of extended family members, but these requests are often granted at the discretion of the employer.
True Story: In some companies, employee needs to take photos with the deceased to include in the documentation for this uneventful time, apart from submitting a death certificate.
3. Payment During Bereavement Leave
While paid leave is common, not all companies in the Philippines provide full pay during this type of leave. Some may only offer a partial wage or require employees to use their sick leave or vacation leave to cover the days off. Employees should understand the terms and how it may impact their pay.
4. Workplace Flexibility During Grieving
In addition to official leave, many companies in the Philippines offer flexible work arrangements during a bereavement period. This might include adjusting work hours or allowing employees to work from home. Flexibility can help employees manage their personal responsibilities and emotional well-being.
How Many Days is the Bereavement Leave in the Philippines?
There are no set rules on the number of days regarding bereavement leave in the Philippines. In 2024, a 10-day bill was passed and is currently under negotiation. This bill aims to provide a more compassionate approach to the Philippine workforce, as some do not get a window to grieve during this challenging time. Other companies have 3 to 5 days, which is in their employee handbook.
This is especially helpful to those who are working remotely, be it as a full-time employee, as opposed to those who are tagged as freelancers or independent contractors.
Seek Supportive Employers
Navigating through the loss of a loved one is never easy, and having a supportive work environment can make a significant difference during such a difficult time.
At Penbrothers, we deeply care about the well-being of our employees, especially during times of loss.
The Funeral Assistance Program is provided for all employees, regardless of their employment status (probationary or regular/project), who have lost an immediate family member. This comes in the form of cash that can aid the finances of the bereaved employee.
Beyond bereavement leave and financial assistance, we offer emotional and mental health support, including counseling sessions, to help navigate this difficult time. We also encourage employees to seek comfort and strength through available resources, whether it’s trusted friends, family, or community support services. You’re not alone, and we’re here to support you every step of the way.
Just in case you are seeking a new job or considering a career change, it is important to know your potential employer’s policies on bereavement leave.
Learn more about other types of leaves:
Frequently Asked Questions
No. As of 2025, bereavement leave is not a legally mandated benefit under the Philippine Labor Code. It is a discretionary benefit that a company may choose to offer its employees as part of its internal policies.
There is no standard number of days set by law. The duration depends entirely on individual company policy. Many companies that offer this benefit typically provide between three to five days of leave.
This depends on the specific company policy. Some companies offer it as fully paid leave, some may offer partial pay, and others might require employees to use their existing vacation or sick leave credits to cover their absence during this time.
While it can vary slightly by company policy, an immediate family member is generally defined as an employee’s spouse, child, parent, or sibling. Some progressive companies may extend this definition to include grandparents or parents-in-law.
If your company does not have a formal policy, you will likely need to use your available sick or vacation leave credits to take time off. It is important to communicate directly with your manager or HR department to explain your situation and formally request the necessary time off.
