Special Leave for Funerals in Belgium and Abroad
Attending a funeral is an important part of saying goodbye to a loved one. Alongside the emotional impact of a bereavement, employees often have practical concerns about taking time away from work to attend a funeral, arrange funeral services, and support family members.
This guide explains how funeral leave works in Belgium, answers common questions about employee rights and employer responsibilities, and compares bereavement leave arrangements in other European countries.
Funeral Leave Regulations in Belgium
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.
Questions about funeral leave regulations in Belgium
In Belgium, employees may be entitled to paid bereavement leave through the petit chômage / klein verlet system.
The amount of leave depends on your relationship with the deceased.
10 days of bereavement leave
You are generally entitled to 10 days of leave in the event of the death of:
- your spouse or legal partner;
- a person with whom you are living as a couple;
- your child;
- your spouse's or partner's child;
- a child placed with you in long-term foster care.
The first 3 days must usually be taken between the date of death and the day of the funeral. The remaining 7 days can generally be taken within one year of the death.
3 days of bereavement leave
You are generally entitled to 3 days of leave in the event of the death of:
- your father or mother;
- your stepfather or stepmother;
- your father-in-law or mother-in-law.
These days are usually taken between the date of death and the day of the funeral.
Additional rules may apply depending on the family relationship and living arrangements.
Bereavement leave generally applies to employees working under an employment contract.
Eligibility depends on:
- your relationship with the deceased;
- whether you are legally married, legally cohabiting, or living together;
- whether the deceased lived with you in the same household in certain situations.
Specific rules can vary depending on the family relationship involved.
Yes.
Bereavement leave under the petit chômage / klein verlet system is paid leave.
Employees continue to receive their normal salary during the period of statutory bereavement leave.
No.
Statutory bereavement leave is separate from annual holiday entitlement and does not reduce the number of annual leave days available to the employee.
Yes.
Where an employee meets the legal requirements for bereavement leave, the employer must grant the leave.
An employer cannot refuse a valid request that falls within the statutory rules.
An employer may request reasonable proof of the death and the employee's entitlement to leave.
This may include:
- a death notice;
- a funeral announcement;
- another official document confirming the death.
Requirements may vary between employers.
No.
Depending on the type of bereavement leave involved, employees may take leave on different days within the legally permitted period.
For example, some leave must be taken between the date of death and the funeral, while other days may be used later within a specified timeframe.
If you require more time off than the statutory bereavement leave provides, you may be able to request:
- annual leave;
- unpaid leave;
- leave provided through a collective labour agreement;
- another arrangement agreed with your employer.
No.
Bereavement leave is granted separately for each qualifying bereavement. If more than one eligible bereavement occurs during a year, employees may be entitled to bereavement leave on more than one occasion.
It depends.
If you are officially living together as a couple or meet the legal conditions that apply to cohabiting partners, you may qualify for bereavement leave in some circumstances.
If you are not legally recognised as a partner and do not live together, there is generally no automatic statutory entitlement to bereavement leave.
There is no specific legal entitlement based solely on being engaged.
However, if you are legally cohabiting or living together under circumstances recognised by Belgian law, bereavement leave may apply depending on your status and relationship.
No.
Belgian bereavement leave rules generally apply only to family members and certain recognised household or partner relationships.
There is no statutory entitlement to bereavement leave for the death of a friend.
However, some employers may allow annual leave, unpaid leave, or another arrangement in exceptional circumstances.
Yes.
If you qualify for bereavement leave under Belgian law, the entitlement generally remains the same even if the funeral takes place abroad.
However, travel time is not automatically added to the statutory leave entitlement.
If travelling abroad requires additional time away from work, you may need to use:
- annual leave;
- unpaid leave;
- additional leave provided by a collective labour agreement;
- another arrangement agreed with your employer.
If you expect to be absent for several days because of international travel, it is advisable to discuss the situation with your employer as early as possible.
Bereavement Leave in EU and Europe
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)
For Employers: How to Handle Bereavement Leave Requests
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
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.
Key Takeaway
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.