The death of a family member or loved one is a significant life event that may require time away from work to make arrangements, attend a funeral, and manage personal responsibilities.

Belgium has one of the more comprehensive bereavement leave systems in Europe. Bereavement leave is generally provided through the system known as "petit chômage" (French) or "klein verlet" (Dutch). Employees are entitled to paid leave in specific circumstances following the death of certain family members or household members.

As a result, many employees have questions about their rights and the support available to them.

There is no unified law on bereavement leave in the European Union. Each country regulates these matters individually, through national legislation or collective agreements.

Bereavement leave in Germany

• Standard: usually 1–2 days (no statutory regulation)
• Legal basis: §616 of the German Civil Code
• In practice: depends on the employment contract or collective agreements

Source: Federal Ministry of Justice of Germany: Bundesministerium der Justiz

Bereavement leave in Belgium

• Known as "petit chômage" / "klein verlet"
• Standard: 10 days of bereavement leave in the event of the death of a spouse or partner, a child, a child of the spouse/partner, or a child in long-term foster care. Additionally, 3 days of leave apply in the event of the death of the employee's father, mother, stepfather, or stepmother.
• Paid: yes

Source: Belgian Federal Public Service Employment (equivalent of the Ministry of Family and Social Policy in Poland): Belgian Federal Public Service Employment

Bereavement leave in the Netherlands

• No specified number of days in legislation
• Leave falls under emergency/short-term leave provisions
• Rules are determined by the employer or contract

Source: Official portal of the Dutch government: Rijksoverheid

Bereavement leave in Spain

• Standard: 2 days (4 days if travel is required)
• Who it covers: close relatives (up to the second degree of kinship)
• Paid: yes

Source: Official government legislation (equivalent of the Labour Code): Gobierno de España – Estatuto de los Trabajadores

Bereavement leave in Denmark

• No statutory right to bereavement leave
• Usually regulated by collective agreements

Source: Official public services portal of Denmark: Borger.dk

Bereavement leave in Ireland

• No general statutory right to bereavement leave
• Rules are determined by the employer or contract

Source: Official information portal of the Irish government: Citizens Information Ireland

Bereavement leave in the United Kingdom

• No general right to paid bereavement leave
• Employees may take a "reasonable amount" of unpaid time off in urgent family situations
• Exception: Parental Bereavement Leave
  • Up to 2 weeks
  • May be paid (subject to conditions being met)

Source: www.gov.uk/time-off-for-dependants

Bereavement leave in Belgium is a statutory entitlement in many circumstances. Where an employee qualifies for leave under the rules of petit chômage / klein verlet, employers are generally required to grant it.

When an Employee Qualifies

If the employee meets the legal conditions:

• Grant the leave without unnecessary delays.
• Explain clearly how many days are available.
• Provide flexibility where the law allows employees to choose when to take part of their leave.
• Ensure payroll is handled correctly so the employee continues to receive their normal salary.

When Additional Time Is Requested

Employees sometimes need more time than the statutory entitlement provides.

In these situations, employers may consider:

• annual leave;
• unpaid leave;
• flexible working arrangements;
• temporary adjustments to working hours.

While additional leave may not be legally required, a supportive approach can help employees manage a difficult period.

What Not to Do

Avoid:

• questioning the significance of the loss;
• delaying a decision;
• creating unnecessary administrative barriers;
• pressuring employees to return before they are ready.

What to Do

Consider:

• responding promptly;
• explaining available leave options clearly;
• offering practical support where appropriate;
• providing flexibility during the employee's return to work.
• Send sympathy flowers if this aligns with company culture and the wishes of the employee.

Small gestures can demonstrate genuine support without being intrusive.

Returning to work after a funeral can be challenging. Some employees welcome the structure and routine of work, while others may find it difficult to concentrate for a period of time.

There is no single "right" way to approach returning to work after a bereavement.

Employees may find it helpful to:

• Ease back into their usual responsibilities where possible.
• Prioritise important tasks and set realistic expectations.
• Take regular breaks during the first few days back.
• Speak with their manager if additional support is needed.
• Maintain healthy routines, including exercise, sleep, and social contact.

For many people, the structure of daily work can provide a sense of normality during a difficult time. However, grief affects everyone differently, and employers should recognise that support needs may vary from person to person.

Belgium provides statutory paid bereavement leave for the death of certain family members through the petit chômage / klein verlet system.

The number of leave days depends on the employee's relationship to the deceased. Employees should check the latest rules and any additional provisions in their employment contract or collective agreement, while employers should ensure that eligible leave requests are handled promptly and correctly.