# PARENTAL BEREAVEMENT LEAVE AND PAY POLICY
Date: 1 May 2029
Parties: Northmoor Digital Ltd and its employees
## 1. Purpose of this policy
This policy applies to employees of Northmoor Digital Ltd, 77 King Street, Cambridge CB1 1LN. It supports the statutory parental bereavement leave regime and is guidance; the statutory right and regulations in force prevail if this policy conflicts.
## 2. Scope and definitions
An employee may be eligible where a child under 18 dies or the employee suffers a stillbirth after 24 weeks, subject to the statutory definition of parental relationship. Leave may be taken as two separate weeks or one block, within the statutory window; no minimum service is required for the leave right.
## 3. Operating rules
The employee should notify HR of the child’s death and intended dates before starting leave where practicable, or as soon as reasonably possible afterwards. No death certificate is required to request leave. HR will handle information sensitively and may ask only for information reasonably needed to administer the right.
## 4. Consent and controls
Statutory Parental Bereavement Pay is paid where the employee meets the statutory service and earnings conditions, at the applicable statutory rate or 90% of average weekly earnings where required. Payroll will confirm eligibility; this policy does not promise pay where the statutory test is not met.
## 5. Retention and security
Northmoor will not dismiss, disadvantage or subject an employee to detriment for taking or seeking leave. Managers should offer a private contact, occupational-health or counselling signposting and a supported return, but the employee controls what support is wanted.
## 6. Rights and enquiries
Annual leave and other family leave continue to be dealt with under law and the relevant policies. A grievance may be raised with HR. The employee may also obtain ACAS or independent advice; any limitation on a claim is governed by the relevant legislation and not this example.
## 7. Review and publication
HR records the leave securely, restricts access and reviews this policy each year. The current version is published on the intranet and supplied to new managers so that a bereaved employee is not required to negotiate an invented evidential threshold.