10-Day Bereavement Leave: A Social Measure with Impact on Businesses

The Ministry of Labor has proposed a significant reform of the Workers’ Statute to extend bereavement leave to ten days for the death of a spouse, domestic partner, or relatives up to the second degree of consanguinity (parents, children, siblings, grandparents, or grandchildren). This measure, which still needs to be discussed with social partners, represents a major step forward in terms of work-life balance and personal protection during mourning periods.

Currently, the law only allows two days (four if travel is involved), so this change multiplies the available time by five.

 

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Additionally, the new leave can be taken flexibly: employees may use the ten days consecutively or split them over the four weeks following the death or from the delivery of the mortal remains.

New leave for palliative care and euthanasia accompaniment

The proposal also includes two other updates:

• Up to 15 working days for caring for relatives requiring palliative care, which can be split into two periods within three months.
• One paid day to accompany a designated person at the time they undergo euthanasia.

Furthermore, the right to reduced working hours is expanded for those who must care for a spouse, domestic partner, or relative in palliative care, whether at home or in a hospital setting.

A measure with business implications

Although the proposal responds to a legitimate social demand, its implementation raises concerns for businesses. The leave is paid, meaning employers must cover full wages during these days without economic compensation or public support.

In practical terms, this means for companies:

• Direct costs (up to half a month’s salary without effective productivity).
• Operational strain, especially in SMEs or sectors with small teams.
• Risk of internal conflicts or litigation due to initial uncertainty regarding verification, relationship, or compatibility with collective agreements.

Moreover, the reform reopens the debate on the balance between social policy and business sustainability. While family-related leave is a cornerstone of workplace well-being, its design requires mechanisms that do not unilaterally shift the burden to the productive sector.

Key considerations for companies and HR departments

In this new context, companies must prepare to manage the organizational and legal impact of extended leave. At Adlanter, we recommend:

• Updating internal protocols and leave and absence manuals.
• Reviewing applicable collective agreements to avoid conflicts or duplications.
• Training HR teams and managers on empathetic grief management and sensitive communication.
• Assessing operational and budgetary impact, especially for SMEs.
• Planning temporary substitution or redistribution of responsibilities.

An opportunity to enhance workplace relationships

Beyond the economic debate, extending bereavement leave is an opportunity to move toward a more human work model that acknowledges employees’ emotional needs.

At Adlanter, we help companies anticipate regulatory changes by adapting their labor policies with rigor and sensitivity. Our team of labor law and people consulting experts can help you assess the impact of this reform and implement it effectively in your organization.