Unlike many other leave types in Singapore, bereavement leave is not a statutory entitlement under the Employment Act. There is no legal requirement for employers to provide paid or unpaid bereavement leave. In practice, most employers offer two to three days of paid bereavement leave as part of their employment contract or company policy. Employees should check their employment contract and company handbook to understand their specific bereavement leave entitlement.

Statutory entitlement

None. Bereavement leave is not a statutory entitlement in Singapore. Employers are not legally required to provide bereavement leave.

Eligibility

There are no statutory eligibility criteria. Whether an employee is entitled to bereavement leave, and the number of days, depends entirely on the terms of the employment contract or company policy.

Employer obligations

  • There is no statutory obligation to provide bereavement leave.
  • Employers should clearly state bereavement leave entitlements in the employment contract or company handbook.
  • Employers who offer bereavement leave should apply it consistently and fairly across all employees.
  • Employers may allow employees to use annual leave or unpaid leave for bereavement if no specific bereavement leave policy exists.

Employee rights

  • No statutory right to bereavement leave exists under Singapore law.
  • Right to any bereavement leave specified in the employment contract or company policy.
  • Right to request annual leave or unpaid leave for bereavement purposes.
  • Right to be treated consistently with other employees in the application of any bereavement leave policy.

Common pitfalls

  • Assuming bereavement leave is a legal right — many employees believe they are entitled to bereavement leave by law, but it is entirely contractual in Singapore.
  • Not checking the employment contract — employees may have bereavement leave entitlements written into their contract that they are not aware of.
  • Employers not having a clear policy — the absence of a written bereavement leave policy can lead to confusion, inconsistency, and disputes during difficult times for employees.

Common industry practice

Although not legally required, most employers in Singapore offer two to three days of paid bereavement leave per bereavement event. This typically covers the death of an immediate family member such as a spouse, parent, child, or sibling. Some employers extend bereavement leave to cover parents-in-law or grandparents. The specific entitlement and definition of eligible family members varies by employer.

What to do if no bereavement leave is offered

If an employer does not offer bereavement leave, the employee can request to use their annual leave entitlement. If annual leave has been exhausted, the employee may request unpaid leave. Employers are encouraged to handle bereavement requests with compassion and flexibility, even when there is no formal policy in place.

Bereavement leave and foreign employees

Foreign employees on Employment Passes, S Passes, or Work Permits should check their employment contracts for bereavement leave provisions. They are not covered by the Employment Act's leave provisions, and their entitlements depend entirely on the terms negotiated with their employer.

Frequently asked questions

Is bereavement leave required by law in Singapore?

No. Bereavement leave is not a statutory entitlement under the Employment Act or any other Singapore legislation. It is provided at the employer's discretion through employment contracts or company policy.

How many days of bereavement leave do most employers offer?

Most employers in Singapore offer two to three days of paid bereavement leave per bereavement event, typically for the death of an immediate family member.

Can an employer refuse a bereavement leave request?

Since bereavement leave is not legally mandated, an employer can refuse a request if there is no contractual or policy provision for it. However, employees can request to use annual leave or unpaid leave instead.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.