Bereavement leave will soon be extended

1. In the event of death of the employee's spouse or cohabiting partner, a child of the employee or of his spouse or cohabiting partner or a foster child in the context of long-term foster care: bereavement leave is being extended to ten days.

The first three days of bereavement leave must be taken in the period beginning with the day of the death, and ending with the day of the funeral. The additional seven days may be taken within one year of the date of death. The two periods in which these days must be taken can be deviated from at the request of the employee, with the agreement of the employer.

2. Upon the death of the employee's foster father or foster mother in long-term foster care at the time of death: entitled to three days of bereavement leave to be taken in the period between the day of death and the day of funeral. Here too, the period in which these days must be taken can be deviated from at the request of the employee, subject to the agreement of the employer.

3. In the event of the death of a foster child of the employee or of his spouse or cohabitant in the context of short-term foster care at the time of death: entitlement to one day bereavement leave to be taken on the day of the funeral. This day may be taken at another time at the request of the employee, subject to the agreement of the employer.

The law also provides for an adjusted arrangement in the event of a consecutive period of illness. If there is a period of incapacity for work as the result of illness or an accident, which follows the absence because of the death of the spouse or cohabitant, of a child of the employee or of his/her spouse or cohabitant, the days of bereavement leave are credited to the period of guaranteed salary from the fourth day onwards, provided that this fourth day follows the three days of short leave that must be taken in the period between the day of the death and the day of the funeral.

This scheme does not affect the agreements reached between employers and employees through a collective labour agreement concluded in the sector or at company level, or in the employment regulations. If such agreements already provided for more days of reduced leave within the framework of bereavement leave, these additional days granted by this collective agreement or in the labour regulations are not endorsed, and therefore not credited to the period of guaranteed salary, assuming that the period of bereavement leave is followed by a period of illness.

The law was published in the Belgian Official Gazette on 15/07/2021, becoming effective ten days later.