What is compassionate leave?
Compassionate leave is a workplace provision in Singapore that allows employees to take time off for personal matters.
This type of leave usually applies when a close family member experiences a life-threatening illness or passes away, giving employees the space and time to process their emotional and practical needs without the additional pressure of work.
Within this article, we’ll cover how it works, when it can be taken and everything else employees and employers need to know to navigate compassionate leave.
How does compassionate leave work in Singapore?
Compassionate leave is not a statutory entitlement under Singapore’s Employment Act and is instead provided at the discretion of employers or as outlined in employment contracts. It is available to full-time, part-time, and sometimes casual employees, depending on company policy.
Allowing employees to attend to urgent family and personal matters during emotionally challenging times, compassionate leave covers instances like the death or serious illness of a family member. Its purpose is to provide employees with time to focus on personal needs without having to worry about work.
While not mandated by law, many employers in Singapore offer compassionate leave as a best practice, with over 80-90% of companies providing it. Common provisions include two to five days of paid leave for eligible occasions, though this can vary by organisation.
When can compassionate leave be taken?
Compassionate leave can be taken in a few circumstances, including:
- Bereavement: If a close family member has passed away, employees may be eligible to take compassionate leave as per company policy.
- Serious illness: If a close family member experiences serious illness, an employee may be eligible to take compassionate leave.
- Other emergencies or types of bereavement: If the employee or their current spouse has a miscarriage or a stillbirth, they may be entitled to compassionate leave under some company policies.
It’s also important to note that compassionate leave is usually only available if the emergency involves an immediate family member or a family member who lives in their household, as defined by the employer.
A typical definition of an employee’s immediate family includes their:
- Spouse or former spouse
- De facto partner or former de facto partner
- Child
- Parent
- Grandparent
- Grandchild
- Sibling
Compassionate leave can also cover emergencies that involve:
- The immediate family of the employee's spouse or de facto partner
- Step-relations, like a step-child
- Adoptive relations
How much compassionate leave is available?
The amount of compassionate leave available to employees depends on their employment type and company policy:
- Full-time and part-time employees: Generally, full-time and part-time employees may be entitled to two to five days of paid compassionate leave for each eligible occasion (like the death of a family member), though this is at the employer's discretion.
- Casual employees: Casual employees may be entitled to unpaid or paid compassionate leave depending on the employer's policy, but it is not guaranteed.
Sometimes, employers may offer additional compassionate leave beyond standard practices. To check this, employees should speak to their employer or look at their contract. They may be able to use other types of leave, like annual or unpaid, depending on their circumstances.
Employees can take compassionate leave in the way that works best for them, including:
- A single continuous period
- Separate periods of one day each
- Any separate periods that their employer agrees to
Is compassionate leave paid?
Full-time and part-time employees often receive paid compassionate leave as part of their employment benefits, typically at the base pay rate covering the normal hours they would have worked. Casual employees may only receive unpaid compassionate leave, depending on company policy.
Compassionate leave doesn’t cover separate types of entitlements like bonuses, loadings, overtime or penalty rates.
Is compassionate leave the same as personal/carer’s leave?
Compassionate leave is different from sick leave or hospitalisation leave. Employees don’t accumulate compassionate leave; instead, it can be taken at any point where it’s needed, subject to approval.
Sick leave is usually used when an employee is ill or needs to care for a sick family member under certain conditions, and it accumulates over time as a statutory entitlement. The key difference here is the purpose and duration of the leave.
It’s also important to note that compassionate leave does not decrease an employee’s sick leave or annual leave balances.
Compassionate leave vs bereavement leave
In Singapore, compassionate leave is also known as bereavement leave, but there is a very subtle difference in how it’s viewed in the workplace.
- Compassionate leave covers a broader range of situations, including the serious illness or death of a close family member.
- Bereavement leave is specifically associated with the death of a family member.
Can an employer ask for evidence for compassionate leave?
An employer can request evidence from the employee regarding the reason for their compassionate leave. This might include a death notice, a funeral notice or a statutory declaration.
Can an employer refuse compassionate leave?
Since compassionate leave is not statutory, it can be refused if it does not align with company policy or eligibility criteria. For example, if the relationship with the family member is not considered close under the employer's guidelines.
To mitigate this, it’s important that employers have clear, fair policies regarding compassionate leave. This ensures they prioritise treating employees with fairness and respect while supporting employee wellbeing.
Compassionate leave is an integral benefit within the Singapore workplace. Understanding the common practices, company policies and process of compassionate leave can make difficult times more seamless for both the employee and the employer.
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