In times of personal loss or family emergencies, employees need time away from work to grieve, support loved ones, or manage urgent matters. This is where compassionate leave comes into play. While not explicitly legislated under Singapore’s Employment Act, it is a common practice among employers, providing much-needed support during difficult times.
What Is Compassionate Leave?
Compassionate leave—also known as bereavement leave—is a form of paid or unpaid time off granted to employees following the death or critical illness of an immediate family member. It allows individuals to attend funerals, make necessary arrangements, or simply take emotional time to process their loss.
Typically, compassionate leave is granted for the loss of:
- A parent or parent-in-law
- A spouse or partner
- A child
- A sibling or grandparent (depending on company policy)
Is Compassionate Leave Required by Law?
In Singapore, compassionate leave is not mandated under the Employment Act, which covers other statutory leaves such as annual leave, sick leave, and maternity/paternity leave. However, it is widely offered as part of company HR policies, especially among larger or more progressive organisations.
Many employers provide:
- 1 to 5 days of paid compassionate leave depending on the relationship
- Additional unpaid leave upon request
- The option to use annual leave or unpaid time off if no policy exists
Employees are advised to check their employment contract or employee handbook for exact entitlements.
How to Request Compassionate Leave
If you need to take compassionate leave, inform your employer as soon as possible. Best practices include:
- Notifying your supervisor or HR department verbally or via email
- Providing the reason for leave (e.g., death of a parent)
- Submitting any supporting documents, such as a death certificate or obituary notice
- Indicating your expected return-to-work date
Most employers will prioritise empathy and understanding in such circumstances.
Why It Matters
Compassionate leave supports employees’ emotional wellbeing and family responsibilities. From an employer’s perspective, offering such leave:
- Enhances staff loyalty and morale
- Reflects positively on workplace culture
- Helps avoid burnout or long-term disengagement
As the workplace continues to evolve with more focus on mental health, compassionate leave is becoming a key aspect of employee benefits in Singapore.
To learn more about entitlements, examples, and HR best practices, read this guide on compassionate leave.
Final Thoughts: Compassion in the Workplace
Navigating grief while balancing work commitments is never easy. Having access to compassionate leave offers employees the time and space needed to cope with loss and return to work in a healthier state of mind.
If you’re unsure of your rights, speak to your HR department—or consider raising the topic during job interviews when assessing company culture.