‘An Insult’: Mother Demands More Humane Bereavement Leave After Daughter’s Sudden Death

Introduction
After the sudden death of her 27-year-old daughter, Ipswich mother Vicky Sims found herself grieving while navigating Australia’s limited bereavement leave laws. Now, she is leading a growing call for change, labelling the current two-day entitlement “an insult” and advocating for a more compassionate policy that better reflects the emotional toll of losing a loved one.

Details of the Incident
Vicky Sims’ daughter Tiffany died unexpectedly—an event that turned the family’s world upside down. But rather than being able to take time to grieve, arrange a funeral, and begin healing, Sims was granted just five days off work—only three days more than the current legal requirement under Australian workplace law.

She used up a week and a half of paid sick leave and then the same amount of unpaid leave before being forced to return to work after four weeks, despite still being in mourning.

“You can’t get over it in two days, you can’t plan a funeral in two days,” Sims told media. “It’s not a holiday, but you’re not sick either. It’s a different kind of pain. Two days is an insult.”

Legal Context
Under the Fair Work Act, employees are entitled to **two days of compassionate leave** each time an immediate family member dies or experiences a life-threatening illness, miscarriage, or stillbirth. These minimum standards apply to all workers covered by the national workplace relations system.

Shae McCrystal, Professor of Labour Law at the University of Sydney, said the two-day standard can be extended via an employment contract or enterprise agreement, but such arrangements are rare.

A Fair Work Ombudsman spokeswoman confirmed the entitlement is limited unless expanded by company policy or negotiated agreements: “Compassionate leave and personal/carer’s leave are part of the National Employment Standards. Additional leave must be agreed by contract or policy.”

Petition and Push for Reform
Sims has launched a petition calling for at least **20 days of bereavement leave** for workers who lose a close family member. She argues that this would allow families the time they need to grieve and fulfil the logistical demands of planning funerals and settling affairs—particularly in cases involving sudden or traumatic loss, such as suicide.

“Because she took her own life, I couldn’t even arrange a funeral for a week and a half,” she said.

Additional Testimonies
Other families have come forward with similar stories. Chris Breen, 55, said his wife was denied paid parental leave after their baby died at six weeks old. While Breen was able to take his planned leave, his wife—who preferred to remain anonymous—was told her employer could legally cancel hers.

Minister for Employment and Workplace Relations Murray Watt has since pledged to review the policies governing **planned parental leave** in cases of infant death.

Broader Implications
The case raises questions about how Australia’s labour laws handle grief, particularly in situations involving unexpected deaths or infant loss. Advocates argue that bereavement should be treated not just as an administrative matter, but as a major life event that warrants meaningful time off.

The current laws, critics say, do little to protect workers during one of life’s most devastating moments—particularly those without the financial ability to take unpaid leave.

Conclusion
As Vicky Sims continues to fight for legislative reform, her story resonates with countless families who have had to choose between grieving and returning to work. Her petition calls for a simple but powerful change: a system that recognises the human need to mourn with dignity, not bureaucracy.