# BEREAVEMENT AND COMPASSIONATE LEAVE POLICY
Date: 12 February 2030
Parties: Northmoor Analytics Limited and its employees
## 1. Purpose and parties
Northmoor recognises that bereavement affects people differently. This policy applies to employees and is guidance unless a particular entitlement is expressly contractual; managers must respond compassionately, avoid intrusive proof demands and consider disability-related adjustments under the Equality Act 2010.
## 2. Facts, scope and terms
For a spouse, civil partner, cohabiting partner, child, parent or sibling, Northmoor grants five working days' paid compassionate leave. Grandparents, grandchildren, in-laws, aunt, uncle, niece or nephew qualify for three paid days. A close friend or colleague may receive up to two paid days after a manager's sensitive assessment.
## 3. Process and responsibilities
Parental Bereavement Leave is separate: an eligible employee who loses a child under 18, or suffers a qualifying stillbirth, may take the statutory two weeks under the Parental Bereavement Leave and Pay Act 2018, with statutory pay where eligibility conditions are met. The enhanced days above do not replace that right.
## 4. Evidence, records and safeguards
The employee should contact the manager or HR as soon as practicable; no death certificate is required for the initial paid period. HR may agree up to four weeks' unpaid leave, annual leave, flexible hours or a phased return after discussing caring, travel and financial needs. Leave is recorded confidentially and not used as a performance absence.
## 5. Review, escalation and outcome
A manager offers a private check-in, an Employee Assistance Programme referral and a named HR contact. Keeping-in-touch contact is optional and must not become work. The employee may request reasonable adjustments, home working or a temporary workload change; a return meeting agrees practical support without requiring a medical diagnosis.
## 6. Reservations and practical protections
If the employee believes the policy was applied insensitively or inconsistently, they may raise it informally or through the grievance procedure. Northmoor will not penalise a person for taking statutory leave, and any attendance action must distinguish compassionate leave, sickness and unauthorised absence.
## 7. England and Wales law and completion
The policy is reviewed annually with employee consultation and cannot remove statutory family, parental bereavement, holiday, equality or sick-leave rights. England and Wales law applies. HR Director Priya Shah publishes this version on 12 February 2030; individual circumstances may justify a more generous decision.