Who Is Considered Immediate Family for Bereavement Leave: A 2025 Guide

The last thing you want to worry about when someone close to you passes away is HR paperwork. And trying to figure out who counts as immediate family and whether your stepdad counts. The result? You\'re not sure whether to mourn the loss or the confusing policy.

Bereavement leave typically gives you a few days to grieve and handle arrangements. But here’s where it gets complicated. Every company, state, and province has its version of what counts as immediate family.

This guide helps you know

• Who is considered immediate family for bereavement leave?
• What is considered immediate family?
• Who qualifies across the U.S. and Canada, and who might get left out
• Are grandparents considered immediate family?
• What family members are covered under bereavement leave
• How to handle time off for field service teams without stress

This guide will also answer important questions, such as what counts as immediate family, and is a grandparent considered immediate family. If you\'re dealing with a tough loss and a confusing policy, this blog is here to make things a little easier.

Bereavement leave, also known as funeral leave, is time off given to employees after the loss of someone close. Most employers offer it for immediate family members like a spouse, parent, sibling, or grandparent. It\'s meant to give you space to grieve, handle arrangements, and be with your people when it matters most.

Let\'s begin with the basics. In terms of bereavement leave, \"immediate\" family usually refers to those closest to you, whether by blood, marriage, or legal responsibility. In theory, it\'s easy. But in reality? It can be like trying to decode a memo from a lawyer without having a coffee.

Here\'s who most employers and laws include under immediate family:

• Spouse - whether your husband, wife, or recognized domestic partner

• Children - biological, adopted, stepchildren, and foster children

• Parents - birth parents, stepparents, or legal guardians

• Siblings - brothers and sisters, including half or step-siblings

• Grandparents - In many policies, grandparents are counted as well

• Grandchildren - not always included, but many employers say yes to leave.

You may be eligible for bereavement leave if a loss occurs in one of these relationships. No matter if you are a technician or dispatcher, employers in Texas and Toronto recognize the importance of these relationships. Don\'t make any assumptions. Company and regional policies differ. In the field, where roles and teams overlap. It\'s even more crucial to check with your manager or HR about leave before you book days off. While your neighbor who grew up with you and walks your dog might feel like family, your leave policy may not agree.

Let\'s now talk about grey areas where HR policies and real-life relationships collide. What happens if the person who died wasn\'t your parent or child, but was still very important to you? Depending on who wrote the company handbook, this is where things can get confusing or flexible.

Some policies extend the definition of immediate family so that it includes:

• In-laws - your spouse\'s parents or siblings, may also be covered. California, for example, includes in-laws as immediate family.

• Stepfamily and guardians - If you were raised by your stepmom, or a legal guardian is the person who raised you, many companies will treat them like immediate family.

• People who live with you - In British Columbia and other places, you can count your common-law partner, their children, and anyone else who lives with you as a family.

• Extended family - Aunts, uncles, cousins, nieces, and nephews are not usually included. However, some employers will allow time off for a close bond.

In this part of the policy, culture is important. In some families, a relative is like a brother or sister. Maybe your aunt raised you practically while your parents worked two shifts. Some employers understand that.

Some employers adhere to what the policy says.

What\'s next? Ask HR if you are unsure if someone is eligible. Some managers are more lenient, especially

when the relationship has real emotional significance. Just be honest about the connection and how much it impacts you.

The workplaces are slowly realizing that there is no one-size-fits-all family. Many are making space for these subtleties.

Bereavement leave is not a federally protected right in the U.S. The Fair Labor Standards Act does not cover this, so it is entirely up to your employer to allow bereavement leave.

The good news? Most companies offer 3 to 5 working days, depending on the closeness of the relationship.

Who is your immediate family in terms of bereavement? Your spouse, parents, children, siblings, and grandparents are considered immediate family. Some employers include in-laws and stepfamily members. Check your company policy. Ask HR if you are unsure. Many companies will be flexible, particularly if you have lost someone who played an important role in your life.

As of 2025, only a few U.S. states legally require bereavement leave. California, Illinois, Maryland, Minnesota, Oregon, Colorado, and Washington have laws allowing time off for a death in the family. Most of these offer unpaid leave or allow use of existing paid sick time. Coverage typically includes immediate family, but states like Minnesota and Colorado define \"family\" more broadly. Washington’s benefit applies only to the death of a child under its paid leave program. In all other states, bereavement leave is up to the employer. Always check your company policy to confirm what’s available.

• Legally backed: Yes

• Days: Up to 5

• Paid?: Unpaid (can use PTO)

• Covers: Spouse, parent, child, sibling, grandparent, grandchild, partner, in-law, and miscarriage.

• Legally backed: Yes (via paid sick leave law)

• Days: Up to 48 hours/year (approx. 6 days)

• Paid?: Yes

• Covers: Broad family by blood, marriage, adoption, civil union, or caregiving

• Legally backed: Yes

• Days: 10 workdays per loss (6 weeks max/year)

• Paid?: Unpaid

• Covers: Family members + miscarriage, stillbirth, failed adoption/surrogacy

• Legally backed: Yes (if employer offers paid leave)

• Days: No set number (use accrued leave)

• Paid?: Yes (if PTO exists)

• Covers: Spouse, parent, child

• Legally backed: Yes (under ESST law, effective 2024)

• Days: Up to 48 hours/year

• Paid?: Yes

• Covers: Broad definition includes chosen person and nearly all family types

• Legally backed: Yes (under OFLA)

• Days: 2 unpaid weeks (max 4 weeks/year)

• Paid?: Unpaid, but can use paid sick leave

• Covers: Extensive family list (incl. in-laws, foster relatives, etc.)

• Legally backed: Yes (limited under PFML)

• Days: 7 days paid but only for death of a child

• Paid?: Yes (via state insurance)

• Covers: Newborn or newly adopted child only

Have no Legally backed bereavement leave laws. That includes:

Alabama, Alaska, Arizona, Arkansas, Connecticut, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Massachusetts, Michigan, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, West Virginia, Wisconsin, and Wyoming.

In these states, bereavement leave is entirely up to employer policy.

In Canada, bereavement leave is part of the law, not just a nice-to-have benefit. If you work in a federally regulated job, you\'re entitled to 10 days off when an immediate family member dies. Three of those days are paid if you\'ve been with the company for at least three months.

Each province also has its own policy:

• British Columbia offers three unpaid days that include a wide range of relationships, and even those who live with you as family.

• Ontario provides 2 days of unpaid leave per year for bereavement

• Quebec gives 5 days, with 2 paid and 3 unpaid

• Alberta, Manitoba, and Saskatchewan offer 3 to 5 days of unpaid leave.

So, who is considered immediate family for bereavement leave in Canada? It usually includes your spouse, parents, children, siblings, grandparents, and grandchildren. Some provinces also include in-laws, stepfamily, and common-law partners.

In the field service industry, many companies go above and beyond the legal minimum. Check your workplace policies to see what kind of support you can expect.

The majority of companies offer between 3 and 5 days off for the death of a close family member. The norm is three days, with five reserved for those who have a close relationship, such as a spouse, a child, or a parent.

If you have to travel or deal with legal issues, some employers will give you more time. You can extend your leave by using vacation days or personal leave.

Is bereavement leave paid? It depends.

• No law in the U.S. requires employers to offer paid bereavement leave, but 90 percent do.
• Canada federal law allows you to earn 3 days of pay (if you qualify), and 7 unpaid days.
• Provinces may offer additional unpaid days, but pay is often up to the employer

Some companies have a tiered system. For example, 5 days for a parent, 3 for a grandparent, and 1 for an extended family member.

Check your employee handbook or contact HR if you are unsure. It\'s better to be prepared than to scramble for answers in the middle of an emotionally tough week.

It is difficult to lose someone. It shouldn\'t be stressful to ask for time off. Here\'s what you can do without having to make awkward phone calls or emails, whether you\'re at a worksite or between dispatch calls.

Start by sending a short message to your manager or supervisor. Keep it simple.

\"I\'m sorry to share that a close family member has passed. I need to take bereavement leave starting [insert date]. I\'ll follow up with any paperwork if needed.\"

The majority of employers will be understanding and won\'t ask for all the details. When they ask for proof, it is usually something like an obituary notice or funeral announcement. It is not necessary to present it immediately. Let them know that you will submit it as soon as possible.

Follow any formal processes your company may have, such as submitting time off through a system or filling out an official leave form.

Communication is essential for field service professionals, especially those who work in smaller teams. Tell your team if they\'ll need to cover calls or reroute work. The more you\'re upfront, the better it will be for everyone.

If you’re running a field service crew in a state with bereavement leave laws, it’s on you to make sure your team knows their rights. And even if your state doesn’t require it, offering time to grieve shows your crew that people matter more than just the next job.

If you’re putting a policy in place, here’s what it should cover:

• Who qualifies: Are full-time, part-time, or temp employees included?

• How much time off: Spell out how many days are given for close and extended family.

• Is it paid or not: Be clear about compensation so no one’s left guessing.

• Who counts as family: List the relationships your policy covers.

• Proof required: State what documentation is needed, like an obituary or funeral notice.

• How to request leave: Outline how and when employees should inform their manager or HR.

If your state sets the minimum, you’re allowed to go above it. You can offer more days, recognize more types of relationships, or choose to pay even if it’s not required. Just make sure you don’t offer less than the law says.

A clear policy takes away the confusion, builds trust, and gives your crew peace of mind when they need it most.

It is not necessary to panic when a technician must leave. Planning and using the right tools will help you keep your team productive while not adding stress to someone grieving.

The scheduling & dispatching tool is at its best here. Field service managers can instantly reassign jobs, update routes, and notify clients, all without having to make endless phone calls. You can see in real-time who is available and make changes by just tapping.

Maintain your operation while allowing your team to grieve with dignity.

Without a reliable way to track attendance, you\'re essentially operating in the dark. That’s why accurate attendance tracking is essential.

Grief is personal, but not leave policies. Understanding who is eligible for bereavement leave can help you avoid unnecessary stress in a time of grief, especially in the field service, where schedules are very tight.

If you are wondering and asking yourself, Is a grandparent considered immediate family, the answer is usually yes, but always confirm with your company\'s policy.

For managers and business owners, this is your chance to lead with empathy. Familiarize yourself with labor laws in your region and recognize that families come in many forms. Policies should reflect real life, not just paperwork.

Field Promax makes it simple to adjust your schedule or reassign tasks without overloading the rest of your team.

A little bit of understanding and a clearly defined policy can make a huge difference. Honoring your loved ones should not be a secondary concern to the service call.