When a loved one passes away, taking time off work to grieve and handle funeral arrangements is essential. This guide explains bereavement leave (also called compassionate leave) in Singapore, including the legal position, typical company policies, how to request leave, and support resources available for grieving employees.
Legal Position: Is Bereavement Leave Mandatory?
Bereavement leave in Singapore is not a statutory entitlement. The Ministry of Manpower (MOM) does not legally require employers to provide bereavement leave under the Employment Act.
Key facts:
- The Employment Act covers annual leave, sick leave, maternity/paternity leave, childcare leave, and public holidays -- but not bereavement leave
- Bereavement leave is entirely governed by individual employment contracts and company HR policies
- MOM does not prescribe specific durations, eligibility criteria, or documentation requirements for bereavement leave
Despite this, most employers in Singapore recognise the importance of compassionate leave and include it in their benefits package. A 2024 survey found that the vast majority of Singapore employers offer some form of paid bereavement leave, reflecting the cultural understanding that employees need time to grieve and fulfil family obligations.
Typical Company Policies
While there is no legal mandate, most companies in Singapore offer paid bereavement leave. Here is what is typical:
Duration
| Relationship | Typical Paid Leave | |---|---| | Immediate family (parents, spouse, children, siblings) | 3 to 5 days | | Extended family (grandparents, in-laws, aunts, uncles) | 1 to 3 days | | Non-family (close friends, colleagues) | Usually not covered; use annual leave |
General Practices
- Most companies offer paid leave for bereavement
- Leave is typically granted per occurrence (each bereavement event)
- The definition of "immediate family" varies by company but typically includes: parents, spouse, children, grandparents, grandchildren, siblings, and in-laws
- Some companies offer additional unpaid leave if the paid entitlement is insufficient
- Multinational corporations (MNCs) in Singapore often offer more generous policies (up to 5-7 days) compared to SMEs
- Public sector employees generally receive 3 days of compassionate leave for immediate family
How to Request Bereavement Leave
Step 1: Notify Your Supervisor/HR Immediately
Contact your supervisor or HR department as soon as you learn of the death. Most companies understand the urgency and do not require advance notice for bereavement leave.
Step 2: Submit a Formal Leave Application
Submit your leave request through your company's HR system or leave management platform. Follow your company's standard leave application process.
Step 3: Provide Supporting Documentation
Documentation typically required includes:
- Death certificate of the deceased (may be submitted upon return to work)
- Proof of relationship to the deceased (if required by company policy)
- Some companies accept a verbal notification initially, with documentation to follow
Step 4: Communicate Your Expected Return Date
Let your supervisor know when you expect to return and whether you may need additional time. This helps with work coverage planning.
Step 5: Request Additional Time If Needed
If the paid bereavement leave is insufficient, discuss options with HR:
- Use annual leave for additional days
- Request unpaid leave
- Explore flexible work arrangements (work from home, reduced hours)
What If Your Company Does Not Offer Bereavement Leave?
If your employer does not have a formal bereavement leave policy, you have several options:
Use Annual Leave
Apply for annual leave to cover the days needed for the funeral and grieving.
Request Unpaid Leave
If annual leave is insufficient or unavailable, request unpaid leave from your employer.
Flexible Work Arrangements
Some employers may offer work-from-home or reduced hours as an alternative to full leave days.
Negotiate
Discuss your situation with HR. Most employers will accommodate bereavement even without a formal policy. Explain the circumstances and the time you need.
Check Your Employment Contract
Bereavement leave provisions may be included in your employment contract even if they are not broadly communicated. Review your contract or employee handbook.
Returning to Work After Bereavement
Returning to work after a loss can be challenging. Here are some practical considerations:
Give Yourself Time
Do not rush back before you are ready. If your company allows flexible arrangements, consider a gradual return such as working half-days for the first week back.
Communicate With Your Manager
Let your manager know if you need any temporary adjustments, such as reduced workload, postponed deadlines, or flexibility with meeting attendance. Most managers will be understanding.
Seek Support
If you are finding it difficult to cope, consider speaking to a grief counsellor or using your company's Employee Assistance Programme (EAP). There is no shame in seeking professional support, and early intervention can help.
Be Patient With Yourself
Grief does not follow a fixed timeline. Some days will be harder than others. Allow yourself the space to grieve while gradually resuming your professional responsibilities.
For Employers: Creating a Bereavement Leave Policy
If your company does not yet have a formal bereavement leave policy, here are best practices:
Key Elements to Define
- Eligibility: Specify which employees are covered (all employees, or after a probation period)
- Define "immediate family": Clearly list which relationships qualify (parents, spouse, children, siblings, grandparents, in-laws)
- Duration: State the number of paid days (typically 3-5 for immediate family, 1-2 for extended family)
- Paid vs unpaid: Clarify whether the leave is fully paid, partially paid, or unpaid
- Documentation: Specify what proof is needed (death certificate, proof of relationship)
- Application process: Outline how employees should apply and who to notify
- Additional support: Consider offering access to grief counselling through an Employee Assistance Programme (EAP)
- Compassionate flexibility: Allow for additional unpaid leave or flexible arrangements on a case-by-case basis
Why It Matters
A clear bereavement leave policy:
- Shows employees that the company cares about their wellbeing
- Reduces uncertainty and stress during an already difficult time
- Helps managers respond consistently to bereavement situations
- Contributes to a supportive workplace culture
Support Resources for Grieving Employees
Grief Counselling Services in Singapore
If you or someone you know is struggling with grief, the following services are available:
Assisi Hospice (assisihospice.org.sg)
- Free grief and bereavement care including individual counselling, bereavement support groups, and "Grief Cafe" sessions
- Available for families and loved ones of their patients
EMCC (Eagles Mediation & Counselling Centre) (emcc.org.sg)
- Professional grief counselling (individual sessions)
- Also offers an Employee Assistance Programme (EAP) for organisations
Singapore Counselling Centre (SCC) (scc.sg)
- Individual counselling and corporate grief counselling
- Available for organisations that have experienced a loss
GriefCounselling.sg
- Specialised grief counselling including bereavement, anticipatory grief, and complicated grief
Employee Assistance Programmes (EAP)
EMCC EAP (emcc.org.sg)
- Confidential counselling for employees dealing with grief, anxiety, depression, and workplace stress
- 1-hour sessions available Monday to Friday
SCC EAP (scc.sg)
- Counselling for employees, including corporate grief counselling for organisations
- Available face-to-face and via video
Crisis Support
Samaritans of Singapore (SOS)
- 24-hour hotline for emotional support: 1-767
Family Service Centres
- Community-based centres offering counselling and support services across Singapore
HOPE Singapore (hopesingapore.org.sg)
- Practical bereavement support including funeral service guidance
- Contact: bereavement@hopesingapore.org.sg
Frequently Asked Questions
Is bereavement leave mandatory in Singapore?
No. Bereavement leave is not a statutory entitlement under the Employment Act. It is governed by individual company policies and employment contracts. However, most companies in Singapore offer 2-5 days of paid bereavement leave.
How many days of bereavement leave can I take?
Typically 3 to 5 days for immediate family (parents, spouse, children, siblings) and 1 to 3 days for extended family (grandparents, in-laws). The exact duration depends on your company's policy.
Do I need to provide a death certificate?
Most companies require a death certificate as supporting documentation, but many accept it upon your return to work rather than requiring it before the leave begins.
What if my company does not have a bereavement leave policy?
Use annual leave, negotiate unpaid leave, or discuss flexible work arrangements with your HR department. Most employers will accommodate bereavement even without a formal policy.
Is bereavement leave paid?
In most cases, yes. The majority of companies in Singapore offer paid bereavement leave. Whether it is fully or partially paid depends on the company policy.
Does bereavement leave apply to extended family members?
This varies by company. Many companies offer 1-2 days for extended family members (grandparents, in-laws, aunts, uncles). Check your company's policy for the specific definition of eligible relationships.
Can I get grief counselling through my employer?
Some companies offer Employee Assistance Programmes (EAPs) that include grief counselling. External counselling services such as Assisi Hospice, EMCC, and SCC are also available. The Samaritans of Singapore (SOS) hotline (1-767) provides 24-hour emotional support.
What support is available in Singapore for grieving individuals?
Key resources include Assisi Hospice (free grief counselling), EMCC (professional counselling and EAP), Singapore Counselling Centre (individual and corporate counselling), Samaritans of Singapore (24-hour hotline: 1-767), and HOPE Singapore (practical bereavement support).