Compassionate leave, also known as bereavement leave, is a crucial entitlement in Australia that allows employees to take time off from work to grieve or assist a loved one during a difficult time. Understanding your rights to compassionate leave in 2025 is essential for both employees and employers.
This guide provides an in-depth look at compassionate leave, including payment rates, eligibility, and how to apply. We’ve also included some frequently asked questions to help you navigate this workplace entitlement effectively.
Overview of Compassionate Leave in Australia
Compassionate leave is granted to employees when a member of their immediate family or household is seriously ill, injured, or passes away. The leave allows employees to cope with their loss, attend funerals, or provide care.
Key Aspects of Compassionate Leave
| Aspect | Details |
|---|---|
| Entitlement | Full-time & part-time employees: 2 days paid leave per occasion. Casual employees: 2 days unpaid leave per occasion. |
| Eligibility | Available when an immediate family member or household member passes away or faces a life-threatening illness or injury. |
| Payment | Paid at the employee’s base rate for the hours they would have worked during the leave period. |
| Application Process | Employees must notify their employer as soon as possible. Employers may request evidence supporting the need for leave. |
| Official Source | Fair Work Ombudsman – Compassionate & Bereavement Leave |
Eligibility for Compassionate Leave
Employees in Australia, whether full-time, part-time, or casual, are eligible for compassionate leave. Below are the entitlements for each category of employee:
- Full-Time and Part-Time Employees: Entitled to 2 days of paid compassionate leave per occurrence.
- Casual Employees: Entitled to 2 days of unpaid compassionate leave per occurrence.
A permissible occasion for compassionate leave is when a member of an employee’s immediate family or household:
- Passes away.
- Contracts or develops a life-threatening illness or injury.
- Experiences a miscarriage or stillbirth.
Employers may request supporting documentation, such as a death notice or medical certificate, to verify the need for leave.
Who is Considered Immediate Family or Household?
The term immediate family includes the following individuals:
- A spouse or de facto partner (including same-sex partners).
- A child, stepchild, or grandchild.
- A parent, stepparent, or grandparent.
- A sibling or stepsibling.
A household member refers to any person living at the same address as the employee, regardless of their relationship.
How Compassionate Leave Payment is Calculated
For full-time and part-time employees, the payment for compassionate leave is calculated at their base rate of pay for the hours they would have worked during the leave. This payment excludes any extra allowances, loadings, or penalties.
| Calculation | Details |
|---|---|
| Base Rate of Pay | Payment is made based on the employee’s base rate, excluding additional allowances, loadings, or penalties. |
| Number of Hours Scheduled to Work | Payment is calculated based on the number of hours the employee would have worked during the leave period. |
Casual employees, on the other hand, are not entitled to paid compassionate leave.
Application Process for Compassionate Leave
The application process for compassionate leave is straightforward but requires prompt action and proper documentation:
- Notify Your Employer: Inform your employer of the need for compassionate leave as soon as possible. You should provide details about the reason for the leave and the expected duration.
- Provide Evidence: Be ready to provide supporting documents, such as a death notice or medical certificate, if requested by your employer.
Familiarize yourself with your workplace’s specific policies, as procedures may differ across organizations.
Can Compassionate Leave Be Taken in Intermittent Periods?
Yes, compassionate leave can be taken either as:
- One continuous period (e.g., 2 consecutive days).
- Separate periods (e.g., one day at a time), depending on your situation and your employer’s approval.
Common Mistakes to Avoid
To ensure a smooth process when applying for compassionate leave, avoid these common mistakes:
- Failing to Notify the Employer Promptly: Always inform your employer as soon as possible about your need for leave.
- Insufficient Evidence: Ensure you provide all required documentation, such as a death notice or medical certificate, to support your leave request.
- Misunderstanding Entitlements: Understand the difference between paid and unpaid leave for full-time, part-time, and casual employees.
Understanding compassionate leave and its associated entitlements is crucial for both employees and employers. In 2025, the leave provides essential support during times of personal hardship, such as the death or severe illness of a close family member.
Knowing your rights to paid or unpaid leave, the application process, and how to avoid common mistakes ensures that you are prepared when you need this important workplace benefit. For up-to-date information, always refer to the Fair Work Ombudsman website.
FAQs
How many days of compassionate leave am I entitled to?
Full-time and part-time employees are entitled to 2 days of paid compassionate leave per occurrence. Casual employees are entitled to 2 days of unpaid leave.
Can compassionate leave be taken intermittently?
Yes, compassionate leave can be taken as a continuous period or separate days, based on the agreement with your employer.
What documentation is required for compassionate leave?
Employers may request evidence such as a death notice or medical certificate to validate the reason for taking compassionate leave.
Can I take more than 2 days of compassionate leave?
The standard entitlement is 2 days of compassionate leave per occasion, but additional leave may be available based on company policy.