Dealing with the death of a loved one is a heartbreaking experience that no employee should have to navigate alone. That‘s why having a supportive and generous bereavement leave policy is table stakes for any caring employer. As a retail and consumer industry expert and self-proclaimed "picky shopper," I have evaluated countless corporate policies and practices. In this in-depth guide, I will share my insights on Walgreens‘ approach to supporting grieving employees and how it stacks up in the industry.
Understanding the Key Elements of Walgreens‘ Policy
Walgreens‘ bereavement policy provides eligible employees with up to three paid days off following the death of an immediate family member. This covers a wide range of familial relationships including:
- Spouses, domestic partners, children, and parents
- Siblings, grandparents, grandchildren, and step-relatives
- In-law relatives such as mother and father-in-law
- Any other relation living in the employee‘s household
It‘s worth noting that this definition of "immediate family" is more expansive than many other corporate policies. A 2016 survey by the Society for Human Resource Management found that while over 80% of employers provide bereavement leave for spouses, children, and parents, less than 60% do so for domestic partners, foster children, or in-laws.[^1] [^1]: Source: 2016 Paid Leave in the Workplace, Society for Human Resource Management.
Walgreens‘ policy applies equally to salaried and hourly workers, as well as full-time and part-time employees. There is no minimum tenure or hours worked requirement for eligibility. As soon as your employment begins, you qualify for this benefit if needed.
This is a notable differentiator, as many companies restrict bereavement leave to full-time staff or those who have passed a length of service requirement. Costco is a notable example, providing 3 days of bereavement leave only to employees with 90+ days of tenure.[^2] [^2]: Source: Costco Employee Agreement, Costco Wholesale.
The Logistics of Taking Bereavement Leave
The process for requesting bereavement leave at Walgreens is refreshingly simple. Employees notify their manager of the death and their need for time off as soon as possible. No formal documentation or proof of the death is required to be granted leave. Of course, managers have discretion to request validation if abuse of the policy is suspected.
Once the leave is approved, the employee is paid their standard rate for any missed scheduled shifts within that 3 day window. If more time is needed for travel, funeral arrangements or other matters, employees can use accrued paid time off (PTO) or vacation days to cover the absence. For hourly workers with no remaining PTO, Walgreens does allow additional unpaid days off to be approved by the manager as needed.
While three days is the standard length of leave, managers are empowered to work with employees on a case-by-case basis to determine the appropriate amount and type of leave given the circumstances. They take into account factors such as travel distance, the employee‘s responsibilities in making arrangements, and their emotional state.
My research into employee experiences with Walgreens‘ bereavement leave surfaced numerous stories of understanding managers accommodating unique situations with care:
"When my grandmother passed away in Puerto Rico, my manager worked with me to take a full week off to fly down there. He let me use a combination of bereavement days and PTO so I would have enough time with family and not lose too much money in the process. It made a difficult time a little bit easier."
– Sonia D., former Walgreens employee, 5 years of service
"I had only been working at Walgreens for about a month when my mother-in-law died unexpectedly. I was so worried about asking for time off being so new. But my manager couldn‘t have been kinder about it. She assured me to take the time I needed and not to worry about my shifts or pay. That compassion meant the world to me then and solidified my loyalty to the company going forward."
– Terrell S., current Walgreens shift lead, 2 years of service
"My manager worked with me to take a full week off [with] a combination of bereavement days and PTO so I would have enough time with family and not lose too much money in the process. It made a difficult time a little bit easier."
– Sonia D., former Walgreens employee, 5 years of service
Evaluating the Competitiveness of Walgreens‘ Policy
So how does Walgreens‘ bereavement leave offering compare to other major employers? According to the Bureau of Labor Statistics, only 60% of private industry workers had access to paid funeral leave as of 2021. For service occupations, that falls to just 48%.[^3] [^3]: Source: Employee Benefits in the United States, March 2021, U.S. Bureau of Labor Statistics.
Among larger retailers who do provide bereavement leave, three days is the most common length offered. However, the policies vary significantly in terms of eligibility, family member definitions, and flexibility.
Here is a quick comparison of Walgreens‘ policy versus other major retail employers:
| Retailer | Max Paid Days Off | Covers Hourly Workers | Immediate Family Definition |
|---|---|---|---|
| Walgreens | 3 days | Yes | Spouse, children, parents, siblings, grandparents, in-laws and step-relatives |
| Walmart / Sam‘s Club | 3 days | Yes | Spouse, children, parents, siblings, grandparents (in-laws not specified) |
| Target | 3 days | Yes | Spouse, children, parents, siblings, grandparents, in-laws |
| Amazon | 3 days | No | Spouse, children, parents, siblings, grandparents |
| Kroger | 3 days | Varies by division | Varies by division |
| Costco | 3 days | No (90 day wait) | Spouse, children, parents, siblings, grandparents |
| Lowe‘s | 1-3 days | Salaried only | Tiered by family member |
| The Home Depot | 1-3 days | Salaried only | Tiered by family member |
Sources: Company benefits websites and employee handbooks.
As you can see, Walgreens is among the minority in extending this benefit to hourly and part-time workers. The definition of covered family members is also broader than some competitors like Walmart. This demonstrates a commitment to supporting employees at all levels of the organization.
It‘s also worth noting that as of 2022, there is no federal requirement in the U.S. for employers to provide bereavement leave. Only one state, Oregon, has a law mandating unpaid leave for grieving employees.[^4] So outside of those employee-friendly markets, Walgreens is going above and beyond the bare minimum with its policy.
[^4]: Source: Bereavement Leave Laws by State, XpertHR."As of 2022, there is no federal requirement in the U.S. for employers to provide bereavement leave. Walgreens is going above and beyond the bare minimum with its policy."
Fitting Into Walgreens‘ Overall Benefits Strategy
Bereavement leave is just one aspect of Walgreens‘ comprehensive employee benefits package. Other notable offerings include:
- Paid time off (PTO) that combines vacation, personal days and sick time into one pool
- Employee stock purchase program and 401(k) retirement plans
- Medical, dental and vision insurance
- Health savings and flexible spending accounts
- Life insurance and disability coverage
- Employee discount on store purchases
- Parental leave for birth, adoption and foster placements
- On-site health clinics and fitness centers at some locations
- Tuition reimbursement for continuing education
These benefits are part of Walgreens‘ "Total Rewards" strategy which aims to attract and retain a diverse, productive workforce.[^5] The company regularly benchmarks its offerings against other retailers and makes investments to stay competitive.
[^5]: Source: 2021 Walgreens Benefits Book, Walgreens Boots Alliance.Generous paid leave policies are particularly important to Walgreens‘ employee value proposition. The average Walgreens store associate only earns around $12 per hour.[^6] For these hourly workers, paid time off is crucial to maintain financial stability while dealing with life events.
[^6]: Source: Walgreens Salaries, PayScale.Walgreens also recognizes the importance of supporting employees‘ mental health and emotional wellbeing. In addition to bereavement leave and counseling benefits, the company has expanded offerings like:
- Free annual mental health screenings and consultations
- Mindfulness and stress-relief programs
- Extended employee assistance program (EAP) for 24/7 support
- Training for managers on supporting grieving employees
"Paid leave and mental health benefits are crucial for supporting Walgreens‘ frontline workforce. For hourly store associates earning ~$12/hour, having that time off with pay to grieve is essential."
The Business Case for Paid Bereavement Leave
Beyond doing right by employees, there are compelling business reasons for Walgreens to invest in a robust bereavement leave policy. Research has shown that grief can have a significant impact on workers‘ productivity, engagement, and retention.
A study by the Grief Recovery Institute found that companies lose over $75 billion annually due to reduced output from grieving employees.[^7] This factors in absenteeism, presenteeism, and increased errors or accidents due to reduced concentration. The study also found that it takes an average of 4-6 weeks for employees to return to previous performance levels after a major loss.
[^7]: Source: Grief Index: The "Hidden" Annual Costs of Grief in America‘s Workplace, Grief Recovery Institute Educational Foundation.Supporting employees through this challenging time can help mitigate some of those losses. Workers are more likely to stay with an employer who accommodates their needs during a difficult period. Recruiting and training replacement staff is a costly process that can be minimized with compassionate policies.
There are also broader ripple effects on company culture and morale. When employees see their grieving coworkers being treated with care, it boosts overall engagement and trust in leadership. Walgreens‘ company values emphasize "treating everyone with respect and dignity" and "doing the right thing." A generous bereavement leave policy puts those words into action.
From my perspective as a retail industry expert, I see paid bereavement leave as a cost of doing business—and a worthwhile investment. It may not be a flashy perk, but it makes a meaningful difference for employees when they need it most. In a tight labor market, companies that skimp on this benefit will likely pay the price in turnover.
Areas for Potential Enhancement
While Walgreens‘ current bereavement leave policy is admirable, there are a few areas where I see room for enhancement based on employee needs and industry benchmarks:
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Longer leave for immediate family: Some companies like Facebook and Airbnb provide up to 20 days of paid leave for deaths of immediate family members.[^8] Extending Walgreens‘ 3 day period for spouses, children, or parents could provide more flexibility.
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Tiered leave based on family member: The current policy provides the same 3 days for all covered relations. Other retailers like Lowe‘s and The Home Depot offer 3 days for immediate family but a lesser amount for non-immediate family.[^9] A similar tiered approach based on relationship could be considered.
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Additional accommodations upon return: Beyond just time off, some employers provide other support to ease the transition back to work. This could include reduced or flexible hours, adjusted performance expectations, or donated PTO from coworkers. Formalizing these options would empower managers to help in more targeted ways.
[^9]: Source: Lowe‘s Bereavement Leave and The Home Depot Bereavement Leave, company benefits sites.
It‘s worth noting that unlimited PTO plans—which are growing in popularity—can potentially negate the need for separate bereavement leave. However, designated bereavement time does provide more clarity and psychological comfort to employees. They don‘t have to feel guilty about using PTO for grieving.
"From a retail industry expert perspective, I see paid bereavement leave as a cost of doing business—and a worthwhile investment. Companies that skimp on this benefit will likely pay the price in turnover."
Conclusion and Key Takeaways
Wrapping up, here are the key points about Walgreens‘ bereavement leave policy that employees and managers should know:
- The policy provides up to 3 paid days off for hourly and salaried workers of all tenures.
- It applies to a broad definition of immediate family including in-laws and step-relatives.
- Additional unpaid time off may be approved for extenuating circumstances.
- Grief counseling and other mental health resources are also available to support employees.
- Walgreens‘ policy is competitive in the retail industry, particularly for store associates.
- There may be opportunities to enhance the policy by increasing leave lengths or adding more accommodations.
- Providing paid bereavement leave offers compelling business benefits, not just employee care.
Ultimately, a generous and flexible bereavement leave policy is an essential element of being a supportive employer. Walgreens‘ approach reflects a commitment to doing right by its people during life‘s most difficult moments. While losing a loved one is never easy, having those few days to grieve without worrying about work or finances can make a world of difference.
As employers compete for talent and seek to build more empathetic workplaces, I expect we will continue to see enhancements to bereavement leave and related policies. Forward-thinking companies should view it as an investment in their most valuable asset: their people. Because at the end of the day, we‘re all human. And when tragedy strikes, having a compassionate employer can be a much-needed ray of light in the darkness.
