The death of a loved one is a devastating blow. The grief can feel all-consuming, making it difficult to function in daily life, let alone at work. And yet, for many employees, taking extended time off to mourn is not an option.
That‘s where bereavement leave policies come in. By providing paid time off after the loss of a family member, employers can support their staff through one of life‘s most challenging experiences. Verizon, the largest wireless carrier in the U.S., offers a bereavement policy designed to do just that.
Understanding Bereavement Leave
Bereavement leave is a type of employee benefit that provides paid time off to attend funerals, make arrangements, and grieve after the death of a loved one. It‘s separate from other types of leave, like vacation days or sick time.
While there is no federal law mandating bereavement leave, many employers choose to offer it as part of their benefits package. According to a 2018 survey by the Society for Human Resource Management (SHRM), 88% of employers have a bereavement policy. The average length of leave is 4 days.
However, the specifics of these policies vary widely. Some employers offer a set number of days for all employees, while others provide more time for deaths in the immediate family vs. extended family or friends. Many require documentation, like an obituary or funeral program, to approve the leave.
Verizon‘s Bereavement Policy
Under Verizon‘s bereavement policy, employees are eligible for up to 3 paid days off following the death of a close relative, defined as:
- Spouse or domestic partner
- Child (including adopted, foster, and step-children)
- Parent (including foster, step, and in-laws)
- Sibling (including foster, step, and in-laws)
- Grandparent
- Grandchild
If the employee needs to travel more than 500 miles one-way to attend the funeral, they may request an additional 2 paid days off, for a total of 5 bereavement days.
This policy applies to all full-time and part-time employees, regardless of tenure. There is no waiting period for eligibility – the benefit kicks in from day one of employment.
To request bereavement leave, employees should notify their supervisor as soon as possible with:
- Their relationship to the deceased
- The date of the death
- Scheduled dates of absence
- Location of the funeral services
Supervisors may request supporting documentation, like a copy of the obituary or funeral program, but this is not always required.
Verizon‘s Policy in Context
So how does Verizon‘s policy compare to other major employers? Here‘s a quick look:
| Company | Bereavement Leave Policy |
|---|---|
| Amazon | 3 paid days |
| Apple | 5 paid days (10 if travel required) |
| Walmart | 3 paid days |
| Target | 3 paid days |
| Bank of America | 10 paid days |
| 20 paid days (for immediate family); 10 paid days (for extended family) |
As you can see, Verizon‘s 3-day policy is on par with many large retail and tech companies. However, some employers, like Bank of America and Google, go above and beyond with significantly more generous leave periods.
It‘s worth noting that Verizon does offer additional support beyond the bereavement leave itself. This includes:
- A specialized grief counseling benefit through the employee assistance program (EAP)
- Flexible scheduling or remote work arrangements during the grieving process
- Option to use vacation days or unpaid personal leave for additional time off as needed
The Business Case for Bereavement Support
For employers, generous bereavement policies are more than just a "nice to have" benefit. Increasingly, HR experts argue that they are a strategic business imperative.
Research shows that unresolved grief can have a significant impact on employees‘ well-being and job performance. A study by the Grief Recovery Institute found that grieving employees lose an average of 30 days of productivity in the year following a loss due to factors like:
- Inability to concentrate
- Lack of motivation
- Fatigue and burnout
- Higher rates of absenteeism
Left unaddressed, these issues can lead to costly turnover. The average cost of replacing an employee is 1.5-2x their annual salary.
In contrast, providing robust bereavement support can foster greater loyalty and engagement. Employees who feel cared for by their employer during difficult times are more likely to feel a sense of commitment and desire to stay with the company.
Bob Sessler, Verizon‘s Director of Compensation and Benefits, emphasizes this point:
"Our bereavement policy is about more than just compliance. It‘s a critical part of our efforts to support employees as whole people. We know that when we take care of our V Team members during life‘s most trying moments, they are more engaged and motivated to give their best when they come back to work."
If you find yourself in the unfortunate position of needing bereavement leave, it can feel daunting to broach the subject at work. Here are some tips to make the process go more smoothly:
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Familiarize yourself with your company‘s specific policy before reaching out. This will help you plan your request and know what documentation may be required.
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Inform your supervisor as soon as reasonably possible. A brief email with key details (relationship to deceased, dates of leave, etc.) is sufficient to start.
Sample email:
Dear [Supervisor],
I am writing to request bereavement leave. My [relationship] passed away on [date]. I will need to take off [dates] to attend the funeral in [location]. Please let me know if you need any additional information.
Thank you for your understanding,
[Your Name] -
Consider sending a follow-up email to key coworkers or clients to let them know you will be out of office. Set an auto-reply on your email and update your voicemail.
Sample auto-reply:
Thank you for your email. I am currently out of the office on bereavement leave with limited access to email. For urgent matters, please contact [coworker] at [email]. I expect to return on [date] and will respond to messages at that time.
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If you need additional time off beyond your company‘s policy, make a plan to discuss with your supervisor or HR. Be prepared to explain why more time is needed and present ideas for coverage while you‘re away.
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Upon returning to work, ease back into your responsibilities. Communicate with your team about urgent priorities and delegate where possible. Don‘t expect yourself to catch up on everything immediately.
Remember, there‘s no one "right" way to grieve. Take the time and space you need to process the loss. Lean on your support network at work and in your personal life. And if you‘re struggling to cope, don‘t hesitate to seek counseling or additional resources through your employer‘s EAP or local grief support services.
How Employers Can Support Grieving Employees
For employers, a formal bereavement policy is just the starting point. To truly support employees through loss, consider these additional measures:
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Train supervisors on how to respond to bereavement leave requests with empathy and sensitivity. Provide guidance on what to say (and what not to say) to a grieving employee.
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Encourage the use of EAP services for grief counseling. Regularly remind employees that this confidential resource is available to them and their families.
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Offer flexibility on work responsibilities leading up to and after the leave period. This may include reduced hours, adjusted deadlines, or temporary redistributed workloads.
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Foster a culture of openness around grief and loss. Create safe spaces for employees to share their experiences, whether through an employee resource group (ERG) or informal support circles.
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Lead by example. When a senior leader experiences a loss, encourage them to take the full bereavement leave and be transparent with their teams about why it matters.
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Reach out on meaningful dates. Set a calendar reminder to check in with the employee on the anniversary of their loved one‘s death or other significant milestones, like birthdays or holidays.
By taking a holistic approach to bereavement support, employers can create a work environment where employees feel truly seen and valued, even in their darkest moments.
A Call for Compassion
Grief is a universal human experience, yet it is often treated as a taboo topic in the workplace. Too many employees feel pressure to "power through" their pain and return to business as usual before they are ready.
It‘s time for that to change. In a society that spends more and more time working, employers have a responsibility to support their people through all of life‘s challenges – including death.
Verizon‘s bereavement policy offers a model of what that support can look like. By providing paid leave, additional resources, and a culture of compassion, the company sends a powerful message to employees:
We see you. We value you. And we‘re here for you – not just as workers, but as whole human beings.
No amount of paid time off can erase the pain of losing a loved one. But knowing that your employer has your back can make a world of difference. It‘s a small policy that speaks volumes about a company‘s values and priorities.
As business leaders, we have an opportunity to reshape the way our society deals with grief and loss. It starts with remembering our shared humanity and building workplaces that reflect it.
One bereavement policy at a time, we can create a world that is a little bit gentler, a little bit kinder, and a little bit more compassionate. A world that recognizes the power of a life well-mourned.
That is the legacy we should all strive to leave.
