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Bereavement Leave Policy

Overview/Policy Statement
It is The Hartford's policy to provide eligible employees with paid bereavement leave following the death of an immediate family member. An employee is allowed five working days per occurrence (for employees working a flexible work schedule, part time, or compressed schedule, the allotment is prorated based on their regular weekly schedule).

Immediate family members include:

  • Parents
  • Siblings
  • Spouse
  • Children
  • Domestic partner*
  • Mother/father-in-law
  • Sister/brother-in-law
  • Daughter/son-in-law
  • Grandparent
  • Grandchild
  • Domestic partner's mother, father, sister, brother, son or daughter
  • Spouse's or domestic partner's grandparent or grandchild
  • An adult who stood "in loco parentis" during an employees childhood
  • Step-children
  • Step-parents

*Domestic partner means an adult of the same or opposite sex engaged in a spouse-like relationship characterized by mutual caring and dependency.

The Hartford recognizes that bereavement is a difficult life event, requiring time to grieve and fulfill family obligations. The Hartford further recognizes that failure to take this time may negatively impact work and the employee's transition back to a normal routine.

This policy applies to all active employees of The Hartford and its participating subsidiaries who are based in U.S. locations of The Hartford.

Exception: This policy does not apply to employees who are working on a temporary assignment through Hartemps.

Applying the policy

  • The Hartford's bereavement leave policy is intended to be administered in a respectful and flexible manner. The manager and the employee should agree on how much time is needed. The basis for the decision might include the employee's relationship to the deceased, travel distance, and his or her involvement in funeral arrangements. Managers have discretion in compelling circumstances to grant additional paid bereavement leave beyond the five days. Paid time off and leave without pay are also options that may be used to extend bereavement leave beyond five days.
  • If an employee leaves work early on the day he or she is notified of the death, the time is not counted as bereavement leave.
  • Generally, bereavement leave is taken immediately following the death. However, there may be circumstances when a manager will recognize the need for flexibility, for example, if a memorial service is scheduled at a time in the future.
  • An employee should notify his or her manager of the need to take bereavement leave as soon as possible.
  • Employees with an attendance warning or other attendance issues may be asked to provide documentation regarding their request for bereavement leave.
  • Managers and employees are responsible for adherence to company policy. Failure to do so may result in disciplinary action up to and including termination.