---
title: "SparkWell Compassionate Leave Policy"
slug: "sparkwell-compassionate-leave-policy"
updated: 2025-10-22T21:10:52Z
published: 2025-10-22T21:10:52Z
canonical: "resourceportal.antientropy.org/sparkwell-compassionate-leave-policy"
---

> ## Documentation Index
> Fetch the complete documentation index at: https://resourceportal.antientropy.org/llms.txt
> Use this file to discover all available pages before exploring further.

# SparkWell Compassionate Leave Policy

### Who is this for?

          

This content is designed for participants in Anti Entropy's SparkWell fiscal sponsorship program. While some context will be specific to SparkWell and may need more context, we've made these resources public because they may, nevertheless, be useful to others who may be founding or building an organization.

## 1. About this Policy

1.1. Compassionate leave is paid leave granted upon request at your supervisor's discretion. It provides time off to deal with the death or serious illness of a family member or close personal relationship, or other significant personal emergencies.

1.2. This policy does not form part of any employment contract and may be amended at any time.

1.3. **Important Note:** Employees who are contracted under an Employer of Record (EOR), such as Deel, will need to follow the policies of the EOR provider and, where they differ, the EOR policy takes precedence.

## 2. Eligibility

2.1. All employees are eligible for compassionate leave from their first day of employment.

## 3. Leave Entitlement

3.1. You are granted up to five days paid compassionate leave in any calendar year (January 1 - December 31), unless additional time is required by state law.

3.2. Beyond five days in any calendar year requires agreement with your supervisor, including how much is paid versus Unpaid Leave. This is at management's discretion based on operational needs and financial resources.

3.3. Compassionate leave entitlement resets each calendar year and does not carry over. Unused compassionate leave days cannot be paid out.

3.4. Compassionate leave days are not subtracted from your Vacation allowance.

## 4. Qualifying Reasons

4.1. Compassionate leave is generally granted for:

- Death of an immediate family member (spouse, partner, child, parent, sibling)
- Death of an extended family member (grandparent, grandchild, aunt, uncle, in-law)
- Death of a close friend or someone significant in your life
- Attending funerals or memorial services
- Supporting a family member or someone close to you with a serious or terminal illness
- Other significant personal emergencies or compassionate circumstances

4.2. This list is not exhaustive. If you are unsure whether your situation qualifies, discuss it with your supervisor.

## 5. Requesting Compassionate Leave

5.1. Provide your supervisor with at least 48 hours advance notice of your intention to take compassionate leave, unless providing such notice is not reasonable or practicable.

5.2. **Emergency Situations**: We understand that compassionate situations often arise suddenly. If you cannot provide 48 hours notice due to the nature of the emergency, notify your supervisor as soon as reasonably possible, even if this is after the leave has begun.

5.3. Requests should include:

- The reason for the leave
- The expected duration of leave
- Your anticipated return date

## 6. Documentation

6.1. We may request documentation (such as a funeral notice, death certificate, or other verification) for compassionate leave, particularly for extended absences beyond five days. We will handle all such information with sensitivity and confidentiality.

## 7. Additional Support

7.1. If you may need more time beyond your compassionate leave entitlement, or may need other Reasonable Accommodations, talk with your supervisor and we'll use best efforts to work with you to see what might be appropriate.

7.2. Options may include:

- Using accrued Vacation time
- Unpaid Leave
- Flexible work arrangements during your transition back to work
- Connection to employee assistance resources, if available

## 8. Returning from Compassionate Leave

8.1. If you need to extend your compassionate leave beyond what was originally approved, contact your supervisor as soon as possible to discuss options.

8.2. Upon your return, your supervisor may check in with you to ensure you have the support you need and to discuss any temporary work adjustments that might be helpful during your transition back.

8.3. We recognize that grief and difficult personal circumstances don't follow a set timeline. Please communicate with your supervisor if you continue to need support or flexibility after returning to work.