Should the absolute worst happen and a relative of yours dies, Tracklements wants to ensure we support you and recognise the impact that such an event may have on you. Please ask for help and support from your manager, or the mental health first aiders.

Below is outlined a suggestion of paid time off work which may, at Tracklements’ absolute discretion be given to you.

You should talk to your manager about any additional unpaid leave at these times although there is no automatic right to extend compassionate leave by taking unpaid leave

Spouse, Long Term Partner - 5 working days full paid leave
Father, Mother, Brother or Sister - 3 working days full paid leave
Grandmother or Grandfather - 1 working day full paid leave

All employees who suffer the loss of a child under the age of 18 or a stillbirth from the 24th week of pregnancy are entitled to one or two weeks’ bereavement leave which will be paid at the statutory bereavement pay rate as set by the Govt. Employees with at least 26 weeks of continuous employment by the week in which their child passes away will be paid statutory bereavement pay at the rate set by the Government for that tax year.

Where more than one child dies, the employee is entitled to two weeks' parental bereavement leave in respect of each child.

Parental bereavement leave must be taken in units of one full working week. It can either be taken as two consecutive weeks or two separate blocks of one week at different times. There may be circumstances when you may only wish to take a single week. Parental bereavement leave must be taken within 56 weeks of the date of the death.

A bereaved employee who is already taking maternity leave is advised that they can add their parental bereavement leave on to the end of their maternity leave.

7.9 NEONATAL LEAVE

If you are responsible for a baby, who is receiving neonatal care within 28 days of birth, then you have a statutory right to neonatal care leave from day one of employment.

Full details of the entitlement and policy are available in the Neonatal Care Leave Policy in Appendix 25.

We understand that you are entitled to reasonable time off work during working hours to perform the duties associated with certain positions, such as Justices of the Peace, members of a local or police authority, statutory tribunals, Jury service etc. Payment for time off work to cover these duties will not generally be made by Tracklements and is at the discretion of your manager.

On these occasions, you are required to follow the absence reporting procedure below:-

Notify your manager of the absence as soon you know and continue to keep them informed of your progress and likely return to work at intervals agreed with your manager.

You are entitled to return to the same type of job you were doing before you were mobilised, on the same terms and conditions. If the job no longer exists, you are entitled to a reasonable alternative.

If you have up to 13 weeks' service before mobilisation you have the right to be employed for at least 13 weeks after your return. If you have at least 13 weeks' but less than 52 weeks’ service before mobilisation you have the right to be employed for at least 26 weeks after your return. If you have at least 52 weeks' service before mobilisation you have the right to be employed for at least 52 weeks after your return.