A: This is our summary of what ACAS has to say on the subject of paid time off for funerals, taking it rather wider than just the funeral, which was what we were asked about in this case.  Our comments are in italics.

Taking time off for a funeral / bereavement.

After a death, no one wants to have to read the fine print of their employment contract to find out if there is formal provision for compassionate leave. Nor would most wish to have a potentially awkward conversation their manager, to explain who died so as to convince them that a short period – whether half a day or more – of compassionate leave is justified.Employees are entitled to ‘time off for funerals of dependants’ and other issues. This is reasonable unpaid leave to deal with unforeseen matters and emergencies involving a dependant.  This includes arranging or attending a funeral. A ‘dependant’ could be a spouse, partner, child, parent or anyone living in the household. It could also be someone who relies on an employee for their care or for help, such as an elderly neighbour. Plenty of grounds there for dispute as to who is a dependant!