Syno Health16 City Road, London, England, EC1Y 2AA

Bereavement Policy

Version 1.0 · Date of issue: March 2026 · Next review: 2028

1. Purpose

The purpose of this policy is to provide compassionate, fair and consistent support to employees who experience bereavement. The organisation recognises that grief affects individuals differently and is committed to supporting staff both practically and emotionally during this difficult time.

This policy supports staff wellbeing and contributes to compliance with ACAS good practice and CQC Regulation 18 Staffing.

2. Scope

This policy applies to all permanent employees of the organisation.

Where appropriate, elements of this policy may also be applied to bank staff, agency workers and workers, subject to operational requirements and contractual arrangements.

3. Legal and Regulatory Framework

This policy has been developed in line with ACAS guidance on bereavement and compassionate leave, the Employment Rights Act 1996, the Parental Bereavement (Leave and Pay) Act 2018, the Equality Act 2010 and CQC Regulation 18 Staffing.

The organisation is committed to ensuring bereaved employees are treated with dignity, sensitivity and fairness.

4. Policy Statement

The organisation acknowledges the personal nature of bereavement and grief. Employees will be supported through paid leave, flexible arrangements and access to additional support where appropriate.

Managers will apply this policy with discretion and compassion, recognising individual circumstances, cultural considerations and caring responsibilities.

5. Bereavement Leave Entitlement

5.1 Immediate Family and Dependants

Employees are entitled to up to 5 working days of paid bereavement leave following the death of an immediate family member or dependant.

Immediate family and dependants include:

• Spouse or domestic partner
• Child, including stepchildren
• Parent, including stepparents
• Sibling, including stepsiblings
• Grandparent
• Grandchild
• Other relatives residing in the employee's household

5.2 Extended Family and Others

In the event of the death of an extended family member, such as an aunt, uncle or cousin, employees may take up to 3 working days of paid bereavement leave.

Additional unpaid leave, annual leave or flexible working arrangements may be agreed on a case-by-case basis.

6. Parental Bereavement Leave and Pay

Employees are entitled to Statutory Parental Bereavement Leave and Pay where eligible.

This applies where a child under the age of 18 dies or a child is stillborn after 24 weeks of pregnancy. Eligible employees may take up to 2 weeks of Parental Bereavement Leave within 56 weeks of the date of death or stillbirth. Leave may be taken as 1 week or 2 consecutive or separate weeks.

Parental Bereavement Pay will be provided in line with statutory requirements, subject to eligibility criteria.

7. Notification and Evidence

Employees should notify their line manager or HR as soon as reasonably practicable of their need for bereavement leave. Notification may be provided by a family member where necessary.

Reasonable evidence may be requested, such as a death certificate or funeral notice. Requests for evidence will be handled sensitively.

8. Bereavement Pay and Client Approval

Approved bereavement leave will be paid in line with this policy.

Where bereavement pay is subject to approval by a client or external legal team, the HR department will formally request approval and keep the employee informed of the outcome. Any delays will be communicated clearly and sensitively.

9. Returning to Work

The organisation recognises that returning to work following bereavement may be challenging.

Managers will discuss suitable return-to-work arrangements, which may include phased return, temporary reduction in hours, adjusted duties or flexible working arrangements. Any agreed adjustments will be reviewed regularly and confirmed in writing.

10. Additional Support

The organisation understands that grieving is a personal process and may offer additional support, such as counselling services or flexible working arrangements, to assist employees during this challenging time.

Support may include access to counselling or employee assistance services, flexible working arrangements, temporary adjustments to duties and additional supervision or check-ins.

Employees are encouraged to speak confidentially with their line manager or HR if further support is needed.

11. Health and Safety Considerations

Bereavement may affect an employee’s ability to carry out duties safely. Managers will consider health and safety implications and may review risk assessments, adjust duties temporarily or provide additional supervision.

Employees must inform their manager if they feel unable to work safely following a bereavement.

12. Equality, Culture and Belief

The organisation recognises that cultural, religious and personal beliefs influence how bereavement is observed. Managers will take reasonable steps to accommodate cultural and religious practices where practicable.

Employees are encouraged to inform their manager of any specific requirements.

13. Confidentiality

All information relating to bereavement will be treated confidentially and handled in line with data protection requirements.

14. Roles and Responsibilities

Employees

• Notify the organisation of bereavement as soon as possible.
• Engage with agreed support and return-to-work plans.

Managers

• Apply the policy compassionately and consistently.
• Maintain regular contact where appropriate.
• Consider health, safety and wellbeing.

HR

• Provide guidance and support.
• Process leave and pay.
• Ensure compliance with legal and regulatory requirements.

15. Review of Policy

This policy will be reviewed every 2 years or sooner if required due to legislative, ACAS or CQC changes.

16. Conclusion

The organisation is committed to supporting employees during bereavement with compassion, flexibility and fairness, ensuring staff wellbeing while maintaining safe and effective services.

For questions or assistance regarding the Bereavement Policy, please contact the Clinic Manager, Binish Khan.