50-State Surveys › Bereavement Leave Requirements by State
Bereavement Leave Requirements by State
Must an employer provide bereavement leave, how much time is available, is it paid, and what notice or documentation may be required?
51 of 51 jurisdictions verified
every entry statute-checked, oldest 2026-07-15
What this survey covers
State bereavement rules do not all create the same kind of leave. Some provide a standalone unpaid block after a covered death. Others let an employee use an already-accrued paid sick or safe-time balance for a funeral, memorial, or post-death task. If a state has no general private-sector mandate, the table says so instead of converting an employer policy into law.
This survey keeps those architectures separate. It covers death-related leave rights and the conditions attached to them, not pre-death caregiving or a voluntary handbook benefit that state law does not require.
How to read the table
Start with the governing-law and coverage columns. A large leave allotment is not useful to a worker who fails an employer-size, tenure, hours, or FMLA eligibility test.
Then read duration together with paid status. "Unpaid, but accrued paid leave may be substituted" is different from a state-created paid allotment. Likewise, a right to spend accrued sick time after a death is not an additional bank of bereavement days.
The final columns show notice, proof, privacy, job protection, and the actual enforcement route. Those rules often determine whether a protected absence is handled correctly in practice.
Patterns from the completed table
California illustrates a standalone allotment. Government Code § 12945.7 provides up to five days after a covered family member's death, permits nonconsecutive use within three months, and treats the allotment as unpaid while allowing otherwise available accrued leave. Official current section.
Illinois uses a different standalone model tied to federal FMLA eligibility. The Family Bereavement Leave Act provides up to two weeks, or 10 workdays, of unpaid leave and a 60-day completion window; multiple covered-family deaths can produce an aggregate six-week cap in a 12-month period. Official definitions and leave rule.
Minnesota is not a standalone-allotment state. Its earned sick and safe time law expressly lets a covered employee use accrued time to arrange or attend a funeral or memorial and to address financial or legal matters after a family member's death. Official eligible-use section.
Oregon provides another standalone structure: two weeks for bereavement after a family member's death, subject to an aggregate four-week cap within a one-year period and a 60-day completion window. Official current ORS chapter 659A.
The completed table confirms that these models support one stable comparison contract while preserving the central distinction between new bereavement leave and death-specific use of an existing paid-leave balance. The majority pattern is still no general private-sector mandate. Among states that do regulate the absence, coverage, family scope, per-death versus annual caps, completion windows, reproductive-loss events, proof limits, and whether accrued paid leave may be substituted remain the principal points of difference.
Get this answered for your state
This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.
Scroll sideways in the table to see all columns →
| State | Governing law and type of leave | Covered employers and employees | Qualifying deaths, relationships, and events | Leave amount, timing, and caps | Paid or unpaid; use of existing leave | Notice, documentation, and proof | Job protection, attendance, and confidentiality | Enforcement, remedies, and deadlines |
|---|---|---|---|---|---|---|---|---|
| Alabama verified 2026-07-15 | No general private-sector bereavement-leave mandate. Alabama Department of Labor guidance states that Alabama has no state laws governing wage-and-hour issues and directs family and medical leave questions to the federal framework |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage. Public-employee leave rules are outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Employer policy controls pay and whether vacation, sick leave, personal leave, PTO, or unpaid time may be used |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Alabama bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected medical, pregnancy, disability, discrimination, or contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline; policy, contract, collective-bargaining, federal, and specialized statutory claims follow their own remedies |
| Alaska verified 2026-07-15 | No standalone private-sector bereavement bank. AS 23.10.066-.069 requires paid sick leave, but AS 23.10.067 does not list death, funeral, memorial, grief, reproductive loss, or post-death tasks as qualifying uses |
Paid sick leave generally covers Alaska employers and employees, including part-time workers, subject to AS 23.10.069 exclusions such as certain minors, student learners, seasonal nonprofit-camp workers, work-therapy patients, prisoners, an express CBA waiver, and specified AS 23.10.055 workers |
No statutory covered-death or bereavement category. An employee's own qualifying mental or physical illness, injury, or health condition after a loss—or qualifying care for a family member—may independently support sick leave |
No per-death allotment or bereavement completion window. Paid sick leave accrues at 1 hour per 30 hours worked; annual accrual and use are capped at 56 hours for employers with 15+ employees and 40 hours for smaller employers, unless the employer sets a higher limit |
No separate paid or unpaid bereavement bank. A qualifying AS 23.10.067 absence is paid from the statutory sick-leave balance; a compliant PTO plan may satisfy the sick-leave requirement without adding another bank |
No bereavement-specific proof rule. For qualifying sick leave, foreseeable need requires a good-faith advance-notice effort; proof may be required only after more than 3 consecutive workdays, and health or safety information must be treated as confidential medical records |
No bereavement-specific restoration or attendance right. Employers may not interfere with statutory paid-sick-leave rights or retaliate for exercising them, and must protect covered health or safety information |
No bereavement-specific complaint or penalty. Alaska Wage and Hour enforces qualifying paid-sick-leave rights under AS 23.10.050-.150; death-related absence alone does not trigger those remedies |
| Arizona verified 2026-07-15 | No standalone private-sector bereavement mandate. A.R.S. § 23-373 provides earned paid sick time for listed health, public-health, and violence-related purposes, not death-related leave |
No bereavement-specific state coverage. Earned-paid-sick-time coverage matters only when the absence independently fits an authorized purpose; employer policy or agreement controls any separate benefit |
No statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying employee or family health condition after a death is a sick-time basis, not bereavement leave |
No bereavement-specific allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary employer policy controls |
No required paid or unpaid bereavement allotment. Accrued earned paid sick time may cover a qualifying health need after a loss, but not bereavement alone |
No bereavement-specific state notice or proof rule. Voluntary policy controls; an independently qualifying earned-paid-sick-time use follows A.R.S. § 23-373's separate rules |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. Earned-paid-sick-time protections apply only to authorized use |
No general bereavement-specific state claim or deadline. Policy, contract, collective bargaining, and independently qualifying earned-paid-sick-time rights use their own remedies |
| Arkansas verified 2026-07-16 | No general private-sector bereavement-leave mandate. Arkansas's labor title (Ark. Code Title 11) has no funeral or bereavement leave chapter; the Department of Labor and Licensing identifies federal FMLA as the family-and-medical leave framework |
No general state-mandated private-sector coverage. Employer policy or agreement defines eligibility; state-employee leave programs and other specialized statutes are outside this survey |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, miscarriage, stillbirth, or reproductive-loss leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window for ordinary private employment; employer policy controls |
Neither paid nor unpaid bereavement leave is generally required. A voluntary policy may provide pay or permit use of vacation, sick leave, personal leave, or PTO |
No general private-sector bereavement-specific state notice, request-form, proof, or privacy rule; any voluntary policy supplies the procedures, subject to other law |
No Arkansas bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave, accommodation, and discrimination laws remain distinct |
No general bereavement-specific state claim, civil remedy, penalty, or filing deadline. Policy, contract, collective bargaining, or separate statutory rights use their own remedies |
| California verified 2026-07-15 | Cal. Gov. Code §§ 12945.6-.7 create separate job-protected allotments for reproductive loss and a covered family member's death |
Private employers with 5+ employees and state/local public employers; employee must have worked at least 30 days. § 12945.7 has state-employee and qualifying-CBA exclusions |
Family death: spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law. Reproductive loss: failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction |
Up to 5 nonconsecutive days per covered family death, completed within 3 months; up to 5 nonconsecutive days per reproductive loss, generally within 3 months, capped at 20 days in 12 months |
Statutory allotments may be unpaid. Existing applicable policies control, and the employee may use available vacation, personal, sick, or compensatory time when the policy does not provide pay |
Follow an existing bereavement or applicable leave policy. For family-death leave, requested proof is due within 30 days of the first leave day; reproductive-loss leave requires no supporting documentation |
Refusal, interference, restraint, retaliation, discrimination, and specified adverse actions are unlawful; family-death documents and reproductive-loss information are confidential |
Civil Rights Department/FEHA route; general employment complaint window is 3 years (§ 12960(d)), followed by the § 12965 right-to-sue process. Small employers with 5-19 employees have a statutory mediation process |
| Colorado verified 2026-07-15 | C.R.S. § 8-13.3-404(1)(a)(IV), within the Healthy Families and Workplaces Act, expressly authorizes death-related use of accrued paid sick leave; it does not create a separate bereavement bank |
All employers with employees in Colorado regardless of size or industry, including state and local public employers; federal government excluded. Covers full-time, part-time, and temporary employees, except covered railroad employees excluded by statute |
Death of a family member; employee may grieve, attend funeral services or a memorial, or deal with resulting financial and legal matters. Family includes immediate family, in-loco-parentis relationships, and a person whose health or safety care the employee provides or arranges. No separate reproductive-loss category |
Drawn from the ordinary HFWA bank: at least 1 hour per 30 hours worked, generally up to 48 hours earned and used per year across all purposes, with up to 48 unused hours carried forward. No extra per-death amount or completion window; employer may require one-hour increments |
Paid at the same hourly rate or salary and with the same benefits normally earned during work, subject to statutory rate rules. Existing compliant PTO or CBA leave may satisfy HFWA; this is not an additional bereavement allotment |
Oral or written request; reasonable employer notice procedures may apply when foreseeable. Proof only for 4+ consecutive workdays and may be provided after leave; no special automatic death-certificate requirement or statutory list of death documents. No replacement-worker requirement |
Employer may not count protected leave as an absence leading to adverse action, require replacement coverage, retaliate, or interfere. Employee returns without negative consequences; HFWA-related health or safety information must be kept confidential and unnecessary details may not be demanded |
Employee may file a free DLSS complaint for denied or unpaid sick leave or certain retaliation, and may bring a civil action generally within 2 years, or 3 years for a willful violation. Available enforcement includes back wages, penalties, fines, policy changes, and other authorized legal or equitable relief |
| Connecticut verified 2026-07-15 | No general private-sector bereavement mandate. Conn. Gen. Stat. § 31-57t lists paid-sick-leave uses and limits the mandate to those listed purposes |
No bereavement-specific statutory coverage. Employer policy or agreement controls any separate benefit; another leave law applies only when the absence independently fits that law |
No statewide private-sector death, relationship, funeral, memorial, grief, post-death-task, or reproductive-loss list. A qualifying health condition after a loss is a separate paid-sick-leave basis |
No bereavement-specific allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Accrued paid sick leave may cover an independently qualifying listed purpose, but not bereavement alone |
No bereavement-specific state notice, request-form, proof, or privacy rule; a voluntary employer policy supplies the procedures, subject to other applicable law |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right; separate paid-sick-leave protections require an independently covered purpose |
No general bereavement-specific claim or deadline. Policy, contract, collective bargaining, and independently qualifying leave rights use their own remedies |
| Delaware verified 2026-07-15 | No general private-sector bereavement mandate. Delaware Paid Leave under 19 Del. C. ch. 37 does not list death, funeral, memorial, grief, reproductive loss, or post-death tasks as covered reasons; separate 5-day paid pregnancy-loss provisions apply to state and public-school employees |
No private-sector bereavement employer-size or employee-eligibility test. Delaware Paid Leave's separate rules generally require 12 months and 1,250 hours; employers with 10-24 employees provide parental coverage only and employers with 25+ provide parental, family-caregiving, and medical coverage |
No private-sector statutory covered-death, relationship, funeral, memorial, grief, reproductive-loss, or post-death-task category. An employee's own serious health condition after a loss may independently qualify for medical leave |
No state-required private-sector days, per-death amount, annual cap, consecutive-use rule, or completion window. Any Delaware Paid Leave used for an independently qualifying serious health condition is not a bereavement allotment |
No required paid or unpaid private-sector bereavement bank. Employer policy or agreement controls voluntary leave; Delaware Paid Leave wage replacement does not become payable merely because a death or pregnancy loss occurred |
No private bereavement-specific call-in rule, request form, obituary or death-certificate requirement, proof deadline, or privacy rule. Employer policy controls voluntary leave; an independent Delaware Paid Leave claim follows that program's medical-certification procedures |
No bereavement-specific private restoration, attendance, retaliation, or confidentiality right. Chapter 37 protections apply only when the absence independently qualifies as covered family, medical, parental, or exigency leave |
No bereavement-specific private complaint, civil action, penalty, or filing deadline. Chapter 37 remedies do not reach a death-related absence unless it independently satisfies that chapter's covered-leave rules |
| District of Columbia verified 2026-07-15 | No standalone private-sector bereavement bank. D.C. Code § 32-531.02 requires accrued paid sick/safe leave for listed medical and safety uses, not death-related absence as such; separate District-government funeral and child-loss leave is public-sector only |
No separate bereavement coverage test. ASSLA broadly covers legal-entity employers, including nonprofits and the District government, but excludes specified volunteers, religious-function workers, casual babysitters, independent contractors, certain students, premium-pay health workers, and short-term DCPS substitutes |
No private statutory covered-death, relationship, funeral, memorial, reproductive-loss, grief, or post-death-task category. An employee's own qualifying physical or mental medical condition after a loss may independently support paid leave |
No per-death allotment or bereavement completion window. ASSLA accrual is up to 7 days/year at employers with 100+ employees, 5 days at 25-99, and 3 days at 24 or fewer; use begins after 90 days of service |
No separate paid or unpaid private bereavement bank. A qualifying § 32-531.02(b) absence is paid from the accrued sick/safe-leave balance; death alone adds no statutory hours |
No bereavement-specific proof rule. Qualifying paid leave requires a written request; foreseeable leave requires 10 days' notice or as early as possible, unforeseeable leave an oral pre-shift request, and emergencies notice by the next shift or within 24 hours. Certification may be required for 3+ consecutive days |
No bereavement-specific private restoration or attendance right. ASSLA prohibits interference and retaliation for qualifying use and restricts disclosure of certification information |
No bereavement-specific remedy. A qualifying ASSLA claim may proceed administratively or civilly, generally within 3 years, with statutory penalties and relief; death-related absence alone does not trigger those remedies |
| Florida verified 2026-07-15 | No general private-sector bereavement-leave provision in Florida's current general labor chapter (Fla. Stat. ch. 448) |
No general state-mandated private-sector coverage. Any employer policy or agreement defines eligibility; public-sector and specialized statutes are outside this survey |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, or reproductive-loss leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window; employer policy controls |
Neither paid nor unpaid bereavement leave is generally required. A voluntary policy may provide pay or permit use of vacation, sick leave, or PTO |
No general bereavement-specific state notice, request-form, or proof rule; any voluntary policy supplies the procedures, subject to other law |
No Florida bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave and discrimination laws remain distinct |
No general bereavement-specific agency claim, civil remedy, penalty, or filing deadline; policy, contract, or separate statutory rights use their own remedies |
| Georgia verified 2026-07-15 | No general private-sector bereavement-leave mandate. Georgia Department of Labor guidance states that neither state nor federal law requires an employer to provide vacation, sick, or personal leave |
No general state-mandated private-sector coverage. Employer policy or agreement defines eligibility; state-agency and other public-employee leave programs are outside this survey |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, miscarriage, stillbirth, or reproductive-loss leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window for ordinary private employment; employer policy controls |
Neither paid nor unpaid bereavement leave is generally required. A voluntary policy may provide pay or permit use of vacation, sick leave, personal leave, or PTO |
No general private-sector bereavement-specific state notice, request-form, proof, or privacy rule; any voluntary policy supplies the procedures, subject to other law |
No Georgia bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave, accommodation, and discrimination laws remain distinct |
No general bereavement-specific state claim, civil remedy, penalty, or filing deadline. Policy, contract, collective bargaining, or separate statutory rights use their own remedies |
| Hawaii verified 2026-07-15 | No general private-sector bereavement-leave mandate. HRS ch. 398 creates family leave for birth, adoption, and serious-health-condition care, not death-related leave |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector bereavement allotment, per-death amount, annual cap, consecutive-use rule, or completion window; Chapter 398's 4-week family leave does not cover death |
No required paid or unpaid private-sector bereavement allotment; Hawaii does not require paid vacation or sick leave, and employer policy controls offered benefits |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Hawaii bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; employer policy supplies any internal terms |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline |
| Idaho verified 2026-07-15 | No general private-sector bereavement-leave mandate. The current Idaho Code Title 44 labor index contains no bereavement, funeral, memorial, reproductive-loss, or death-related leave chapter |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid private-sector bereavement allotment; employer policy controls pay and use of vacation, sick leave, personal leave, PTO, or unpaid time |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Idaho bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; employer policy supplies any internal terms |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline |
| Illinois verified 2026-07-15 | Two standalone unpaid rights: the Family Bereavement Leave Act, 820 ILCS 154, for family deaths and specified reproductive/adoption/fertility losses; and the Child Extended Bereavement Leave Act, 820 ILCS 156, for a child's death by suicide or homicide |
Family Act coverage uses federal FMLA definitions: generally a private employer with 50+ employees for 20 workweeks and an employee with 12 months, 1,250 hours, and 50 employees within 75 miles. Extended Act covers full-time employees with at least 2 weeks' service at Illinois employers with 50+ full-time employees; 50-249 is a small employer and 250+ is a large employer |
Family Act: death of a child, stepchild, spouse, domestic partner, sibling, parent, parent-in-law, grandchild, grandparent, or stepparent, for funeral/alternative, arrangements, or grief; also miscarriage, unsuccessful IUI/assisted reproduction, failed or contested adoption, failed surrogacy, fertility-impacting diagnosis, or stillbirth. Extended Act: employee's biological, adopted, foster, step, ward, or in-loco-parentis child's death by suicide or homicide |
Family Act: up to 2 weeks/10 workdays, completed within 60 days after notice of death or occurrence of the listed loss; multiple covered-family deaths can total 6 weeks in 12 months, without adding to the FMLA maximum. Extended Act: 6 weeks at a 50-249 employee employer or 12 weeks at 250+, continuously or in increments of at least 4 hours, completed within 1 year after notifying the employer |
Both statutory allotments are unpaid. Under each Act, the employee may elect to substitute equivalent paid or unpaid family, medical, sick, annual, personal, or similar leave available under law, a CBA, or a benefit plan |
Family Act: 48 hours' advance notice unless unreasonable/impracticable; employer may request reasonable death documentation or specified practitioner/adoption/surrogacy certification, but may not require identification of the precise reproductive-loss category. Extended Act: reasonable advance notice unless unreasonable/impracticable; employer may request death/service documentation and may require cause of death |
Family Act bars adverse action for exercising, opposing violations of, or supporting rights, but states no separate restoration formula; reproductive-loss category need not be disclosed. Extended Act expressly restores the employee to the same or equivalent position, preserves pre-leave accrued benefits, and bars adverse action. Current law states no broader bereavement-record confidentiality rule |
Family Act: Illinois Department of Labor complaint or civil action within 60 days of the last alleged violation; per-employee civil penalty up to $500 first offense and $1,000 later offenses, plus injunctive/equitable relief. Extended Act: same routes within 1 year, same penalty tiers, and circuit-court injunctive/equitable relief; IDOL administers both and may recover unpaid wages, damages, penalties, and costs |
| Indiana verified 2026-07-15 | No general private-sector bereavement mandate. Indiana Department of Labor guidance places leave-related fringe benefits within employer discretion |
No bereavement-specific private-sector state coverage threshold or employee eligibility test; the employer's voluntary policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, reproductive losses, funerals, memorials, grief, or post-death tasks; voluntary policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary policy controls |
No required paid or unpaid bereavement allotment. Employer policy or agreement determines whether offered time is paid and whether vacation, sick, personal, or unpaid time may be used |
No bereavement-specific state notice, request-form, proof, death-certificate, or privacy rule for ordinary private employment; voluntary policy supplies the procedure |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; this cell does not address rights arising from a different legal basis |
No general bereavement-specific state complaint, civil action, remedy, or filing deadline; any voluntary policy, contract, collective-bargaining, or independently protected leave claim follows its own rules |
| Iowa verified 2026-07-15 | No general private-sector bereavement-leave mandate. The current Iowa Wage Payment Collection Law lists specialized Veterans Day and adoptive-parent provisions, but no bereavement, funeral, memorial, or death-related leave allotment |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage. A failed 2025-2026 bill addressed state employees only |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid private-sector bereavement allotment. Employer policy controls pay and use of vacation, sick leave, personal leave, PTO, or unpaid time; promised vacation, holiday, sick-leave, and benefit payments may be wages under § 91A.2(7) |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Iowa bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected absences and contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline. Separately, promised paid leave or benefit payments that qualify as wages follow Iowa's wage-payment law |
| Kansas verified 2026-07-15 | No general private-sector bereavement-leave mandate. KDOL states that Kansas law does not require vacation or sick leave, and the current Chapter 44 labor index contains no bereavement or death-related leave article |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid private-sector bereavement allotment. KDOL states that Kansas law does not require vacation or sick leave; employer policy controls pay and use of existing leave |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Kansas bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; employer policy supplies any internal attendance and confidentiality terms |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline |
| Kentucky verified 2026-07-15 | No general private-sector bereavement-leave mandate. The current KRS Chapter 337 index lists specialized adoption, volunteer-firefighter, and court-appearance leave protections but no bereavement or death-related leave section |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage. Specialized public-employee and occupation-specific rules are outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Employer policy controls pay and whether vacation, sick leave, personal leave, PTO, or unpaid time may be used |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Kentucky bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected medical, pregnancy, disability, discrimination, or contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline; policy, contract, collective-bargaining, and separately protected statutory claims follow their own remedies |
| Louisiana verified 2026-07-15 | No general private-sector bereavement-leave mandate. The official Title 23 index identifies specialized leave provisions but no bereavement or death-related leave section; La. R.S. § 23:642 bars local vacation or sick-leave minimums |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage. Specialized public-employee and occupation-specific rules are outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Employer policy controls pay and whether vacation, sick leave, personal leave, PTO, or unpaid time may be used; local governments may not mandate private-employer vacation or sick-leave days |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Louisiana bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected medical, pregnancy, disability, discrimination, or contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline; policy, contract, collective-bargaining, and separately protected statutory claims follow their own remedies |
| Maine verified 2026-07-15 | No death-specific allotment. 26 M.R.S. § 637 provides general Earned Paid Leave, and Maine DOL states that an employee may use the accrued balance for any reason |
Employers with more than 10 employees in Maine in the usual and regular course of business for more than 120 days in a calendar year; covered employment excludes seasonal-industry employment. Full-time, part-time, temporary, and per-diem employees may qualify |
No family-member, covered-death, funeral, memorial, or reproductive-loss list. Because Earned Paid Leave is usable for any reason, any death- or loss-related purpose can draw from an available balance |
No per-death allotment or completion window. Employee earns 1 hour per 40 worked, up to 40 new hours per employment year; use may wait until day 120, and unused accrued hours carry into the following year without reducing the next year's accrual |
No separate bereavement bank. Earned Paid Leave is paid at least at the employee's immediately preceding base rate, with the same benefits provided under the employer's other paid-leave policies |
Reasonable notice is required unless the need is an emergency, illness, or sudden necessity; Maine DOL permits up to 4 weeks for planned leave and requires notice as soon as practicable for a sudden need. No bereavement-specific proof list; documentation may be required when leave exceeds 3 consecutive days |
Taking Earned Paid Leave may not forfeit accrued benefits and health coverage continues on the same terms as for similarly situated employees. Chapter 7 bars action intended to prevent or penalize use; no death-specific confidentiality rule |
Bureau of Labor Standards has exclusive § 637 enforcement authority. A violation can draw a fine up to $1,000; unpaid wages can support wages due, double liquidated damages, and interest. Preventing or penalizing protected use carries a separate $500-$1,000 civil fine |
| Maryland verified 2026-07-15 | Md. Code, Lab. & Empl. § 3-802 lets a covered employee use already-earned paid leave for bereavement; it does not create a separate allotment |
Employee primarily employed in Maryland; employer must provide paid leave by policy/CBA and have 15+ employees on each working day in 20+ weeks in the current or prior calendar year |
Death of immediate family: child of any age for bereavement, spouse, or parent. Child includes adopted, biological, foster, stepchild, or legal ward; parent includes adoptive, biological, foster, step, guardian, or in loco parentis |
No added hours, per-death amount, annual cap, consecutive-use rule, or completion window. Employee may use only earned and available paid leave, in the amount elected, subject to policy/CBA terms |
Paid because the right uses existing earned paid leave. Covered banks include sick leave, vacation, PTO, and compensatory time; employee with multiple types elects the type and amount |
Statute sets no special advance-notice period, death-document list, delivery deadline, or privacy rule. Employee follows the policy/CBA terms unless an equal-or-greater policy prevails |
Employer may not discharge, demote, suspend, discipline, discriminate, or threaten those actions for requesting or taking leave, opposing a violation, or participating in enforcement; no separate confidentiality rule |
Commissioner first seeks informal resolution by mediation or asks the Attorney General to sue; the Attorney General may seek injunction, damages, or other relief in the county of the alleged violation |
| Massachusetts verified 2026-07-15 | No general family-death allotment. M.G.L. c. 149, § 148C(c)(5) expressly permits use of accrued earned sick time for specified reproductive-loss health needs; PFML does not cover bereavement |
Most employees working in Massachusetts; U.S. government excluded, and city/town workers are covered only if the municipality accepts the law. Paid-time threshold is 11 employees |
Employee or spouse experiences pregnancy loss or failed assisted reproduction, adoption, or surrogacy, and time addresses the employee's or spouse's physical or mental health needs. Ordinary family death, funeral, memorial, grief alone, and post-death tasks are not listed |
Existing accrued sick-time balance: at least 1 hour per 30 hours worked, generally usable after day 90, with no more than 40 hours usable in a calendar year. No separate per-event allotment or completion window |
Paid at employers with 11+ employees; employees not entitled to paid time receive unpaid earned sick time. This is use of the existing sick-time bank, not added bereavement days |
Good-faith advance notice when foreseeable; otherwise follow the employer's lawful procedure, with an emergency exception. Proof is limited—generally after more than 3 consecutive workdays—and the employee may be asked to verify a covered purpose |
Covered earned sick time is job-protected and may not produce discipline, attendance points, reduced hours, or retaliation. General sick-time limits on medical-detail requests apply; there is no separate bereavement-record regime |
Attorney General enforcement. After filing with the Attorney General, a worker may sue under § 150 within 3 years for injunction, damages, lost wages/benefits, mandatory treble lost wages/benefits, costs, and attorney's fees |
| Michigan verified 2026-07-15 | No standalone private-sector bereavement mandate. MCL 408.964 lists earned-sick-time uses but does not include death, funeral, memorial, grief itself, or post-death tasks |
No general bereavement-specific state coverage. Employer policy or agreement defines eligibility for any separate benefit; Earned Sick Time Act coverage matters only when the absence independently fits a permitted sick-time purpose |
No statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying mental or physical health condition after a death is a sick-time basis, not bereavement leave |
No bereavement-specific state allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary employer policy controls |
No required paid or unpaid bereavement allotment. Accrued earned sick time may cover a qualifying mental or physical illness, injury, or health condition after a loss, but not bereavement alone |
No general bereavement-specific state notice, request-form, proof, or privacy rule; voluntary employer policy supplies the procedures, subject to other applicable law |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. MCL 408.966 protects earned sick time used for a listed purpose and permits adverse action when time is used for an unlisted purpose |
No general bereavement-specific claim or deadline. Qualifying earned-sick-time claims and promised paid fringe benefits use their separate statutory or policy remedies |
| Minnesota verified 2026-07-15 | Minn. Stat. § 181.9447, subd. 1(1)(iv), expressly permits death-related use of accrued earned sick and safe time; no separate bereavement bank |
Employers with 1+ employees, including state and local government; U.S. government excluded. Employee must be anticipated to work at least 80 hours/year in Minnesota; temporary and part-time workers included. Excludes contractors, specified emergency volunteers/on-call workers, elected officials, and farm labor employed 28 days or fewer/year |
Death of broadly defined family member; covers funeral or memorial arrangements and attendance plus resulting financial or legal matters. Family includes listed relatives, spouse/domestic-partner relatives, a blood or close-association equivalent, and one annually designated person. No separate grieving or reproductive-loss category |
Existing ESST bank: 1 hour per 30 worked, up to 48 hours accrued annually; use as accrued. Carryover is subject to an 80-hour total-bank cap or statutory frontloading alternatives. No extra per-death amount or completion window; payroll increment applies, with a 15-minute floor and 4-hour maximum required increment |
Paid at the employee's statutory base rate, at least the applicable minimum wage. A compliant PTO or other paid-leave system may serve as ESST; death-related use draws from that existing balance, not an additional allotment |
Foreseeable use: no more than 7 days' advance notice; unforeseeable use: notice as reasonably required. Employer must give employees its written reasonable notice policy. Reasonable documentation only after more than 2 consecutive scheduled workdays; the statute does not impose an automatic death-document requirement |
No replacement-worker requirement; retaliation and discrimination prohibited; return at the same pay rate with automatic pay-scale adjustments and retained accrued benefits/seniority. Protected ESST cannot generate attendance points leading to adverse action. Employee-supplied information has restricted disclosure |
DLI enforcement plus a private civil action within 3 years. Civil relief includes all damages, costs, reasonable attorney fees, injunctions, and equitable relief. Denied ESST use triggers the value of time denied plus an equal amount as liquidated damages; inadequate records can trigger 48 hours per affected year plus an equal amount |
| Mississippi verified 2026-07-17 | No general private-sector bereavement-leave mandate. Miss. Code Ann. tit. 71 contains no bereavement, funeral-leave, memorial-leave, or reproductive-loss-leave scheme |
No general state-mandated private-sector coverage threshold or employee eligibility test; employer policy or agreement defines coverage. Public-employee and school-worker leave rules are outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Employer policy controls pay and whether vacation, sick leave, personal leave, PTO, or unpaid time may be used |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Mississippi bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected leave, accommodation, discrimination, and contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline; policy, contract, collective-bargaining, federal, and specialized statutory claims follow their own remedies |
| Missouri verified 2026-07-15 | No general private-sector bereavement mandate. Missouri labor guidance says private employers need not offer fringe benefits such as sick leave; the former earned-paid-sick-time mandate ended Aug. 28, 2025 |
No bereavement-specific private-sector state coverage threshold or employee eligibility test; the employer's voluntary policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, reproductive losses, funerals, memorials, grief, or post-death tasks; voluntary policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary policy controls |
No required paid or unpaid bereavement allotment and no current state-required sick-time bank. Employer policy determines pay and use of vacation, sick, personal, or unpaid time |
No bereavement-specific state notice, request-form, proof, death-certificate, or privacy rule for ordinary private employment; voluntary policy supplies the procedure |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; this cell does not address rights arising from a different legal basis |
No general bereavement-specific agency claim, remedy, or deadline. Missouri DOL says failure to follow an established benefit policy may be pursued privately, including in small claims court when appropriate |
| Montana verified 2026-07-15 | No general private-sector bereavement mandate. Mont. Code Ann. § 2-18-601 expressly treats death or funeral attendance as paid sick leave for public-agency employees, not ordinary private employment |
No private-sector employer-size threshold or employee eligibility test. The public rule covers employees of state, county, city, or political-subdivision agencies, subject to statutory exclusions |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks. The separate public rule names an immediate-family death or funeral and permits another person at agency discretion |
No state-required private-sector days, per-death amount, annual cap, or completion window. Public employees use accrued sick-leave credits rather than receiving a separate per-death allotment |
No required paid or unpaid private-sector bereavement bank and no required private sick leave or PTO. Employer policy controls; qualifying public-agency death or funeral time is paid from sick leave |
No private bereavement-specific call-in rule, request form, obituary or death-certificate requirement, proof list, or privacy rule; employer policy or agreement supplies the procedure |
No bereavement-specific private restoration, attendance, retaliation, or confidentiality right. A discharge may implicate Montana's general wrongful-discharge law if the employer materially violated an express written personnel-policy provision |
No bereavement-specific agency complaint, penalty, or deadline. A qualifying written-policy wrongful-discharge claim generally must be filed within 1 year after discharge and may require exhaustion of written internal appeal procedures |
| Nebraska verified 2026-07-15 | No death-specific private-sector allotment. Neb. Rev. Stat. § 48-3804 requires paid sick time for listed medical and public-health uses, but not death, funeral, memorial, grief, reproductive loss, or post-death tasks as such |
No separate bereavement coverage test. Paid sick time covers private employers with 11+ employees; exclusions include under-16 workers, owner-operators, independent contractors, workers under 80 Nebraska hours/year, temporary agricultural workers, and specified railroad workers |
No statutory covered-death, relationship, funeral, memorial, reproductive-loss, grief, or post-death-task category. An employee's own qualifying mental or physical health condition after a loss may independently fit § 48-3804 |
No per-death allotment or completion window. General sick time accrues after 80 consecutive employment hours at 1 hour per 30 worked, capped at 40 hours/year for small businesses and 56 for larger covered employers |
No required paid or unpaid bereavement bank. Statutory sick time is paid only for a § 48-3804 use; an employer may voluntarily allow its paid-leave policy to cover additional purposes |
No bereavement-specific state notice, obituary, death-certificate, proof, or privacy rule. For a qualifying sick-time use, an employer may require reasonable notice under a written policy and documentation after more than 3 consecutive workdays |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. Sick-time interference and retaliation protection apply only when an employee exercises a right under the Act |
No bereavement-specific complaint or penalty. For a paid-sick-time violation, the Labor Commissioner may assess up to $500 for a first violation or $5,000 for a later violation (§ 48-3808) |
| Nevada verified 2026-07-15 | No death-specific private-sector allotment. NRS § 608.0197 instead provides general paid leave that a covered employee may use for any reason without disclosing the reason |
General paid leave covers private employers with 50+ employees in Nevada. Temporary, seasonal, and on-call employees are excluded; new employers are exempt for their first 2 years, and a compliant paid-leave/PTO policy can satisfy the law |
No statutory family-member list, covered-death list, funeral or memorial definition, or reproductive-loss category. Because § 608.0197 leave may be used without stating a reason, any death-related purpose can draw from an available balance |
No per-death allotment or completion window. General paid leave accrues at least 0.01923 hour per hour worked, becomes usable on day 90, may be capped at 40 hours used per benefit year, and may carry over subject to a 40-hour carryover cap |
No separate paid or unpaid bereavement bank. Covered employees may use their existing NRS § 608.0197 paid-leave balance; a qualifying employer policy, contract, CBA, or PTO plan may provide the compliant bank |
Employee gives notice as soon as practicable. The employee need not provide a reason, so the statute supplies no bereavement request form, death-certificate requirement, proof list, or proof deadline |
No separate bereavement restoration or confidentiality rule. For general paid leave, the employer may not deny compliant use, require a replacement worker, or retaliate; the no-reason rule protects the purpose from required disclosure |
No bereavement-specific claim or filing deadline. The Labor Commissioner enforces the general paid-leave rule and may impose an administrative penalty up to $5,000 per violation under NRS § 608.180 |
| New Hampshire verified 2026-07-15 | No general private-sector bereavement-leave mandate. RSA 275:43-b recognizes full-day unpaid bereavement leave only when an employer already allows it under a bona fide written policy |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; RSA 275:43-b's pay rule concerns salaried employees using policy-provided leave |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, grief, or post-death tasks. Pregnancy-related temporary disability is a separate medical-leave issue, not a bereavement allotment |
No state-required bereavement allotment, per-death amount, annual cap, or completion window; a written employer policy sets the days and timing |
No required paid or unpaid bereavement allotment. A full-day salary deduction is allowed when unpaid bereavement leave is permitted by a bona fide written plan, policy, or practice |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule; the employer's written policy supplies the procedure |
No New Hampshire bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; employer policy supplies any internal terms |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline; ordinary wage rules remain separate from a right to leave |
| New Jersey verified 2026-07-15 | No current standalone private-sector bereavement mandate. N.J.S.A. 34:11D-3 earned-sick-leave uses and N.J.S.A. 34:11B-3 Family Leave Act purposes do not include bereavement |
No current bereavement-specific coverage. Employer policy or agreement controls any separate benefit; coverage under another leave law matters only when the absence independently fits that law |
No current statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying employee health condition after a death is an earned-sick-leave basis, not bereavement leave |
No current bereavement-specific allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Accrued paid sick leave may cover a qualifying mental or physical illness, injury, or adverse health condition after a loss, but not bereavement alone |
No current bereavement-specific state notice, request-form, proof, or privacy rule; voluntary employer policy supplies the procedures, subject to other applicable law |
No current bereavement-specific restoration, attendance, retaliation, or confidentiality right; separate earned-sick-leave or Family Leave Act protections require an independently covered purpose |
No current general bereavement-specific claim or deadline. Policy, contract, collective bargaining, and independently qualifying leave rights use their own remedies |
| New Mexico verified 2026-07-15 | No death-specific private-sector allotment. The Healthy Workplaces Act, NMSA 1978 §§ 50-17-1 to -12, requires general paid sick leave but does not list death, funeral, memorial, grief, or post-death tasks as uses |
No separate bereavement coverage test. HWA sick leave generally reaches private employers with 1+ employees and includes part-time, seasonal, and temporary workers, but only an independently qualifying HWA use is protected |
No statutory covered-death, family-relationship, funeral, memorial, reproductive-loss, grief, or post-death-task category. An employee's own qualifying mental or physical health condition after a loss may independently fit HWA sick leave |
No per-death allotment, completion window, consecutive-use rule, or bereavement cap. The HWA's general one-hour-per-30-hours accrual or 64-hour frontloading choice does not create extra hours after a death |
No required paid or unpaid bereavement bank. Available HWA sick leave is paid only when the absence independently fits one of that law's listed purposes; otherwise employer policy controls |
No bereavement-specific state notice, request-form, obituary, death-certificate, proof, or privacy rule. HWA procedures apply only when leave is requested for an independently qualifying HWA purpose |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. HWA protections attach to exercise of an HWA sick-leave right, not to a death-related absence by itself |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline. HWA enforcement applies only to a violation of the general paid-sick-leave law |
| New York verified 2026-07-15 | No standalone private-sector bereavement mandate. N.Y. Lab. Law § 196-b sick leave expressly excludes bereavement as such; Paid Family Leave covers care, bonding, and military-family needs, not post-death grief |
No general bereavement-specific coverage. § 196-b covers private-sector employees for qualifying sick/safe uses, but a death alone is not one; voluntary policy or agreement controls any separate benefit |
No current statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying health condition caused by grief is treated as sick leave, not bereavement leave |
No bereavement-specific state allotment, annual cap, consecutive-use rule, or completion window; voluntary employer policy controls |
No required paid or unpaid bereavement allotment. Accrued statutory sick leave may be used for a qualifying mental or physical illness, injury, or health condition after a loss |
No general bereavement-specific state notice or proof rule. Voluntary policy controls; a health-condition sick-leave request follows § 196-b's separate rules |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. § 196-b protections apply only when the absence is a permitted sick/safe-leave use |
No general bereavement-specific state claim or remedy. Voluntary-policy disputes and qualifying sick-leave or Paid Family Leave claims use their own enforcement routes |
| North Carolina verified 2026-07-15 | No general private-sector bereavement-leave mandate. North Carolina Department of Labor guidance says mandatory wage benefits such as vacation and sick leave are not required and that providing promised wage benefits is up to each employer |
No general state-mandated private-sector coverage. Employer policy, agreement, or practice defines eligibility; state-employee and public-education proposals or benefits are outside this survey |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, miscarriage, stillbirth, or reproductive-loss leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window for ordinary private employment; employer policy controls |
Neither paid nor unpaid bereavement leave is generally required. A voluntary policy may provide pay or permit use of vacation, sick leave, personal leave, or PTO; earned promised wage benefits must follow the employer's policy |
No general bereavement-specific state notice or proof rule. Employer policy may set call-in and documentation procedures and must make promised-wage policies available in writing or by accessible posted notice |
No North Carolina bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave, accommodation, and discrimination laws remain distinct |
No bereavement-specific claim or deadline. NCDOL may address promised wage benefits under the Wage and Hour Act; contractual obligations and separate statutory rights use their own remedies |
| North Dakota verified 2026-07-15 | No general private-sector bereavement mandate. North Dakota's current death-specific provisions are public-sector rules: NDAC ch. 4-07-14 funeral leave and N.D.C.C. ch. 54-52.4 state-employee child-bereavement leave |
No private-sector employer-size, tenure, or hours-worked test. NDAC ch. 4-07-14 covers classified positions in state and local government; ch. 54-52.4 defines employer as the State, excluding political subdivisions, and requires 12 months plus 1,250 hours |
No private-sector statutory covered-death, relationship, funeral, memorial, reproductive-loss, grief, or post-death-task category. Public funeral leave covers defined family; state child-bereavement leave covers a qualifying child |
No state-required private-sector days, per-death amount, annual cap, or completion window. Public classified funeral leave is up to 24 working hours; eligible state child-bereavement leave is up to 160 hours within 6 months after the child's death |
No required private-sector paid or unpaid bereavement bank. Employer policy controls. Both identified public benefits are paid; classified funeral leave may not be charged as sick or annual leave |
No private bereavement-specific call-in rule, request form, obituary or death-certificate requirement, proof deadline, or privacy rule; employer policy or agreement supplies the procedure |
No bereavement-specific private restoration, attendance, retaliation, or confidentiality right. North Dakota's general rule permits either party to end employment without a specified term on notice, except as Title 34 otherwise provides |
No bereavement-specific private agency complaint, civil action, penalty, or filing deadline. A contract, wage claim for an already-earned promised benefit, or another independently applicable law may present a separate issue |
| Ohio verified 2026-07-15 | No general private-sector bereavement-leave mandate. Ohio Rev. Code § 124.387 creates a separate paid benefit only for specified permanent employees whose wages are paid directly by warrant of the Director of Budget and Management |
No general state-mandated private-sector coverage. Employer policy or agreement defines eligibility. The three-day statutory rule applies to full- and part-time permanent employees paid directly by state warrant, not ordinary private employees |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, miscarriage, stillbirth, or reproductive-loss leave |
No private-sector state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window; employer policy controls. The out-of-scope state-paid employees receive three days under § 124.387 |
Neither paid nor unpaid bereavement leave is generally required in private employment. A voluntary policy may provide pay or permit use of vacation, sick leave, personal leave, or PTO |
No general private-sector bereavement-specific state notice, request-form, proof, or privacy rule; any voluntary policy supplies the procedures, subject to other law |
No Ohio bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave, accommodation, and discrimination laws remain distinct |
No general private-sector bereavement-specific agency claim, civil remedy, penalty, or filing deadline. Policy, contract, collective bargaining, or separate statutory rights use their own remedies |
| Oklahoma verified 2026-07-15 | No general private-sector bereavement-leave mandate. The current Title 40 labor index contains no bereavement or death-related leave chapter; § 160 preempts local mandatory vacation or sick-day minimums but creates no employee leave allotment |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage. The 2026 public-school benefit is outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid private-sector bereavement allotment. Employer policy controls pay and whether vacation, sick leave, personal leave, PTO, or unpaid time may be used |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No Oklahoma bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected medical, pregnancy, disability, discrimination, or contractual rights use their own rules |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline. Separately, § 165.11 makes willful failure to furnish benefits promised by a bona fide written agreement a misdemeanor |
| Oregon verified 2026-07-15 | ORS 653.616(3) permits death-related use of accrued Oregon sick time notwithstanding OFLA's employer-size threshold; ORS 659A.159-.162 separately provide an OFLA bereavement allotment |
Sick time: 1+ Oregon employee, federal government excluded; use begins on day 91, subject to statutory worker exclusions. OFLA: employer with 25+ employees; employee averaged 25 hours/week for 180 days |
Family member's funeral or alternative, arrangements necessitated by the death, and grieving. Family covers spouse; child, parent, sibling/stepsibling, grandparent, grandchild and specified spouses/domestic partners; employee's domestic partner; and a blood-or-affinity equivalent |
Sick time: existing accrued bank, generally 1 hour per 30 worked, with employer permitted to cap use at 40 hours/year; no extra per-death bank. OFLA: 2 weeks per family member, 4 weeks total per leave year, within the overall 12-week OFLA cap and completed within 60 days after learning of the death |
OFLA allotment is unpaid, but accrued sick, vacation, or other paid leave may apply. Oregon sick time is paid at the regular rate for employers with 10+ Oregon employees (6+ with a Portland location); otherwise the accrued time is protected but unpaid |
OFLA bereavement is unforeseeable: oral or written notice within 24 hours before or after leave begins; employer may require written notice within 3 days after return. No added death verification; only a supplied, nonnotarized affinity-attestation form may be required. Sick-time policy may require up to 10 days' notice if foreseeable or practicable notice if not |
OFLA requires former-job or available-equivalent restoration, continued health benefits on the working terms, and bars denial, discrimination, and retaliation. Sick time cannot cause discipline or benefit reduction; denial, interference, nonpayment, and retaliation are unlawful. Extra bereavement verification is barred except the affinity attestation |
BOLI complaint route; employment-discrimination complaints generally may be filed within 5 years. OFLA civil action under ORS 659A.885 allows equitable relief including reinstatement/back pay, compensatory or $200 minimum damages, punitive damages, and prevailing-plaintiff fees. Willful sick-time violations can draw civil penalties up to $1,000 |
| Pennsylvania verified 2026-07-15 | No general statewide private-sector bereavement-leave mandate; official Labor & Industry material treats bereavement as an employer-provided benefit and says Pennsylvania has no statewide paid-family-leave requirement for private-sector workers |
No general state-mandated private-sector coverage. Any employer policy or agreement defines eligibility; Commonwealth-employee and public-school death-leave rules are outside this survey |
No statewide private-sector relationship or event list. Employer policy controls any voluntary funeral, bereavement, memorial, or reproductive-loss leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window; employer policy controls |
Neither paid nor unpaid bereavement leave is generally required. A voluntary policy may provide pay or permit use of vacation, sick leave, or PTO |
No general bereavement-specific state notice, request-form, proof, or privacy rule; any voluntary policy supplies the procedures, subject to other law |
No Pennsylvania bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule for ordinary private employment; separate protected-leave and discrimination laws remain distinct |
No general bereavement-specific agency claim, civil remedy, penalty, or filing deadline. An agreed paid benefit may instead implicate the Wage Payment and Collection Law, while other statutory or contractual rights use their own remedies |
| Rhode Island verified 2026-07-15 | No death-specific private-sector allotment. R.I. Gen. Laws § 28-57-6 requires sick and safe leave for listed health and violence-related uses, not death, funeral, memorial, grief, reproductive loss, or post-death tasks as such |
No separate bereavement coverage test. General sick/safe leave is paid at employers with 18+ Rhode Island employees; employers with fewer than 18 must protect qualifying unpaid use. Independent contractors, subcontractors, work-study participants, and specified other workers are excluded |
No statutory covered-death, relationship, funeral, memorial, reproductive-loss, grief, or post-death-task category. An employee's own qualifying mental or physical health condition after a loss may independently fit § 28-57-6 |
No per-death allotment or completion window. General paid sick/safe leave accrues at 1 hour per 35 worked, up to 40 hours/year after an employer-set waiting period of up to 90 days; smaller employers protect up to 40 hours of qualifying unpaid use |
No separate paid or unpaid bereavement bank. Qualifying sick/safe leave is paid at employers with 18+ employees and may be unpaid at smaller employers |
No bereavement-specific proof rule. For qualifying sick/safe use, foreseeable leave requires advance notice; unforeseeable notice follows a supplied written policy. Documentation may be required after more than 3 consecutive workdays if advance written notice was given |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. Protected sick/safe use carries statutory relief, small-employer adverse-action protection, and confidentiality for health or violence-related details |
No bereavement-specific complaint or penalty. For a qualifying Chapter 57 violation, an employee or former employee receives Chapter 12 and 14 protections and relief; a first violation carries a civil penalty of at least $100, and RI DLT accepts complaints |
| South Carolina verified 2026-07-15 | No general private-sector bereavement-leave mandate. South Carolina LLR says state law does not require an employer to provide employee benefits; the official Title 41 index contains no bereavement or death-related leave chapter |
No general state-mandated private-sector coverage threshold or eligibility test. Employer policy or agreement defines coverage; state-employee and other public-sector benefits are outside this survey |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid bereavement allotment. Employer policy controls pay and use of vacation, sick leave, personal leave, or PTO; due policy-based vacation, holiday, and sick-leave payments are wages under § 41-10-10(2) |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment. LLR says an employer offering benefits must give notice of and follow its policy |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separately protected medical, pregnancy, disability, discrimination, or contractual rights use their own rules |
No general bereavement-specific claim or deadline. LLR may investigate unpaid promised benefits under the Payment of Wages Act; contractual and separately protected leave claims follow their own remedies |
| South Dakota verified 2026-07-15 | No general private-sector bereavement mandate. South Dakota DLR states that state law requires no paid vacation or sick leave; ARSD 55:09:04:02 separately permits state employees to use accrued sick leave as bereavement leave |
No private-sector employer-size threshold, tenure rule, or hours-worked test. The separate public rule belongs to the state personnel system and does not cover ordinary private employment |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks. The public rule is limited to the loss of an immediate family member as defined by ARSD 55:09:01:01(19) |
No state-required private-sector days, per-death amount, annual cap, consecutive-use rule, or completion window. The public rule permits up to 5 accrued sick-leave days per immediate-family loss |
No required paid or unpaid private-sector bereavement bank and no general required paid vacation or sick leave. Employer policy controls; the public benefit spends accrued paid sick leave rather than creating a separate leave balance |
No private bereavement-specific call-in rule, request form, obituary or death-certificate requirement, proof deadline, or privacy rule; employer policy or agreement supplies the procedure |
No bereavement-specific private restoration, attendance, retaliation, or confidentiality right. South Dakota's general rule permits either party to end employment without a specified term on notice unless a statute or agreement provides otherwise |
No bereavement-specific private agency complaint, civil action, penalty, or filing deadline. Contract, discrimination, or another independently applicable law may create a separate claim, but death-related absence alone supplies no leave remedy |
| Tennessee verified 2026-07-15 | No general private-sector bereavement mandate. Tennessee labor guidance treats leave-related fringe benefits as employer-determined rather than state-required |
No bereavement-specific private-sector state coverage threshold or employee eligibility test; the employer's voluntary policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, reproductive losses, funerals, memorials, grief, or post-death tasks; voluntary policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary policy controls |
No required paid or unpaid bereavement allotment. Employer policy or agreement determines whether bereavement time is paid and whether PTO, vacation, sick time, or unpaid time may be used |
No bereavement-specific state notice, request-form, proof, death-certificate, or privacy rule for ordinary private employment; voluntary policy supplies the procedure |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; this cell does not address rights arising from a different legal basis |
No general bereavement-specific state complaint, civil action, remedy, or filing deadline; any voluntary policy, contract, collective-bargaining, or independently protected leave claim follows its own rules |
| Texas verified 2026-07-15 | No general private-sector bereavement-leave statute; Texas Workforce Commission guidance says funeral or bereavement leave is not mandatory |
No general state-mandated private-sector coverage. An employer's policy or agreement defines eligibility; separate federal or specialized state laws may apply outside this survey |
No state-required relationship or event list. Employer policy controls any voluntary funeral, bereavement, or death-related leave |
No state minimum, per-death allotment, annual cap, consecutive-use rule, or completion window; employer policy controls |
Neither paid nor unpaid bereavement leave is required. Employer may create a separate benefit or permit use of vacation, sick leave, or PTO under its written policy |
No bereavement-specific state notice or proof rule. Employer policy may set call-in procedures and require reasonable documentation of the need for voluntary leave |
No Texas bereavement-specific restoration, attendance, anti-retaliation, or confidentiality rule; other protected-leave, accommodation, or discrimination laws remain separate |
No bereavement-specific state claim or remedy. Written paid-leave promises may be enforced under the Texas Payday Law according to the policy's terms |
| Utah verified 2026-07-15 | No general private-sector bereavement mandate. Utah Labor Commission guidance treats employer-provided benefits as generally voluntary; a separate municipal rule covers miscarriage or stillbirth leave for public employees |
No bereavement-specific private-sector state coverage threshold or employee eligibility test; the employer's voluntary policy or agreement defines coverage. Utah Code § 10-3-1103 applies separately to municipal employees |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; voluntary policy controls |
No state-required private-sector days, hours, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary policy controls |
No required paid or unpaid private-sector bereavement allotment. Employer policy or agreement determines pay and use of vacation, sick, personal, or unpaid time |
No bereavement-specific private-sector state notice, request-form, proof, death-certificate, or privacy rule; voluntary policy supplies the procedure |
No bereavement-specific private-sector restoration, attendance, retaliation, or confidentiality right; the Labor Commission says an established benefit policy or practice should be followed without discrimination |
No general bereavement-specific private-sector complaint, damages, penalty, or filing deadline; a voluntary policy, agreement, or independently applicable discrimination or leave rule follows its own enforcement path |
| Vermont verified 2026-07-15 | 21 V.S.A. §§ 471-474 provide a standalone, job-protected unpaid bereavement use within the Parental and Family Leave Act's shared 12-week bank |
Bereavement coverage: employer with 10+ employees who average 30+ hours/week during a year; employee generally continuously employed 1 year averaging 30+ hours/week. Federal service tests also cover qualifying airline flight crews and, since June 18, 2026, full-time teachers |
Death of a statutory family member, including estate administration or settlement. Family includes children, parents and parent-equivalents, spouse, civil-union or domestic partner, and the employee's or partner's grandparents, grandchildren, and siblings |
Up to 2 weeks total in any 12 months, drawn from the shared 12-week bank; no more than 5 workdays consecutively; use, including estate work, must occur within 1 year after death |
Statutory leave is unpaid. At the employee's option, accrued sick leave, vacation, other accrued paid leave, or short-term disability insurance may run concurrently; using it does not extend the leave |
Reasonable written notice stating expected start and duration; for an unanticipated death, notice as soon as practicable. Employer may require a death certificate, published obituary, or qualifying funeral/memorial verification |
Benefits continue on working terms and return is to the same or comparable job with equivalent compensation, benefits, and seniority, subject to statutory layoff/unique-services exceptions; retaliation is barred. No separate bereavement-document confidentiality rule appears in the proof paragraph |
21 V.S.A. § 474 imports § 495b: private Superior Court action for compensatory and punitive damages or equitable relief, including restraint, wage/benefit restitution, reinstatement, costs, attorney's fees, and other appropriate relief; government enforcement is also available |
| Virginia verified 2026-07-15 | No general private-sector bereavement mandate. Va. Code § 40.1-33.5 creates health-related paid sick leave for a narrow home-health-worker group, not death-related leave |
No general bereavement-specific state coverage. Employer policy or agreement controls any separate benefit; the current statutory sick-leave article defines employee as a qualifying home health worker |
No statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying mental or physical health condition after a death is a sick-leave basis for a covered worker, not bereavement leave |
No bereavement-specific state allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary employer policy controls |
No required paid or unpaid bereavement allotment. A covered home health worker's accrued paid sick leave may address a qualifying health need after a loss, but not bereavement alone |
No general bereavement-specific state notice, request-form, proof, or privacy rule; voluntary employer policy supplies the procedures, subject to other applicable law |
No Virginia bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; separate protected-leave rights require an independently covered purpose |
No general bereavement-specific state claim, civil remedy, penalty, or filing deadline; policy, contract, collective bargaining, and separate statutory rights use their own remedies |
| Washington verified 2026-07-15 | No standalone private-sector bereavement mandate. RCW 49.46.210 provides general paid sick leave for listed non-death purposes and permits more generous employer policies |
No bereavement-specific state coverage. Paid-sick-leave coverage matters only when the absence independently fits an authorized purpose; employer policy or agreement controls any separate benefit |
No statewide private-sector death, relationship, funeral, memorial, or reproductive-loss list. A qualifying employee or family health condition after a death is a sick-leave basis, not bereavement leave |
No bereavement-specific allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary employer policy controls |
No required paid or unpaid bereavement allotment. Accrued paid sick leave may cover a qualifying health need after a loss, but not bereavement alone; employers may permit additional uses |
No bereavement-specific state notice or proof rule. Voluntary policy controls; an independently qualifying paid-sick-leave use follows RCW 49.46.210's separate rules |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right. Paid-sick-leave protections apply only to lawful authorized use |
No general bereavement-specific state claim or deadline. Policy, contract, collective bargaining, and independently qualifying paid-sick-leave rights use their own remedies |
| West Virginia verified 2026-07-15 | No general private-sector bereavement-leave mandate. Chapter 21's family-leave article is limited to state agencies and county boards of education and does not list death as a leave reason |
No general state-mandated private-sector bereavement coverage threshold or employee eligibility test; employer policy or agreement defines coverage |
No statewide private-sector list of covered deaths, relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; employer policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; employer policy controls |
No required paid or unpaid private-sector bereavement allotment; employer policy controls pay and use of vacation, sick leave, personal leave, PTO, or unpaid time |
No bereavement-specific state call-in, request-form, proof, death-certificate, or privacy rule for ordinary private employment; employer policy supplies the procedure |
No West Virginia bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; employer policy supplies any internal terms |
No general bereavement-specific state complaint, civil remedy, penalty, or filing deadline |
| Wisconsin verified 2026-07-15 | No general private-sector bereavement mandate. Wis. Stat. § 103.10 provides family and medical leave for listed qualifying bases, while DWD expressly states that the law does not apply to funeral leave |
No bereavement-specific private-sector state coverage threshold or employee eligibility test; the employer's voluntary policy or agreement defines coverage. Wisconsin FMLA coverage rules do not convert funeral leave into protected leave |
No statewide private-sector list of covered deaths, relationships, reproductive losses, funerals, memorials, grief, or post-death tasks; voluntary policy controls |
No state-required private-sector allotment, per-death amount, annual cap, consecutive-use rule, or completion window; voluntary policy controls |
No required paid or unpaid bereavement allotment. Employer policy or agreement determines whether offered time is paid and whether vacation, holiday, sick time, PTO, or unpaid time may be used |
No bereavement-specific state notice, request-form, proof, death-certificate, or privacy rule for ordinary private employment; voluntary policy supplies the procedure |
No bereavement-specific restoration, attendance, retaliation, or confidentiality right for ordinary private employment; a separately qualifying serious health condition is analyzed under medical-leave law, not as funeral leave |
No general bereavement-specific state complaint, civil action, remedy, or filing deadline; any voluntary policy, contract, collective-bargaining, or independently protected leave claim follows its own rules |
| Wyoming verified 2026-07-15 | No general private-sector bereavement mandate. Wyoming Labor Standards states that state law allows flexibility in vacation and leave policies and requires employers to follow agreed wage and benefit terms |
No bereavement-specific employer-size threshold, tenure rule, hours-worked test, or private-worker eligibility rule; an employer policy or agreement defines coverage |
No statewide private-sector list of covered deaths, family or designated-person relationships, funerals, memorials, reproductive losses, grief, or post-death tasks; policy or agreement controls |
No state-required days, hours, per-death amount, annual cap, consecutive-use rule, or completion window; policy or agreement controls |
No state-created paid or unpaid bereavement bank and no required substitution of vacation, sick, personal, or other accrued leave; policy or agreement controls any pay or existing-leave use |
No bereavement-specific state call-in rule, request form, obituary or death-certificate requirement, proof deadline, or privacy rule; policy or agreement supplies the procedure |
No bereavement-specific state restoration, attendance-point, retaliation, or confidentiality right for ordinary private employment; policy or another independently applicable law may supply separate protection |
No bereavement-specific complaint, civil remedy, penalty, or filing deadline. Labor Standards enforces agreed wage and benefit terms, and unpaid promised wages may be pursued by wage claim or legal action |
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