The Issue
Support Cade's Law — Reform Bereavement Leave Policies for Families
On February 19, 2026, my 28-year-old son, Cade', passed away unexpectedly.

In an instant, our family was faced with the unimaginable pain of losing a son, brother, grandson, and friend. Like so many families experiencing profound loss, we were forced to navigate shock, grief, funeral arrangements, and the overwhelming reality of moving forward without someone we loved deeply.

Like many employees, my daughter was entitled to the standard three days of bereavement leave offered by her employer. However, after those three days were exhausted, she was expected to return to work despite still being in the earliest stages of grief following the sudden loss of her brother.

Because she had only been employed for six months, she did not qualify for leave under the Family and Medical Leave Act (FMLA), which generally requires employees to have worked for their employer for at least 12 months and at least 1,250 hours before becoming eligible for job-protected leave.

My daughter works in healthcare, caring for patients who depend on her focus and sound judgment. My son works as a truck driver, operating large commercial vehicles on public roadways. Requiring individuals to return to work immediately after the death of a close family member not only affects their well-being but can also put others at risk.

Sadly, our family's story is not unique.

Every day, employees are expected to return to work just days after losing a child, spouse, parent, grandparent, or sibling. While many employers provide three days of bereavement leave, there is often no additional protected leave available for grieving employees who need more time. Those who do not qualify for FMLA are frequently left with no options at all.

Three days is not enough to bury a loved one, support your family, handle legal and financial responsibilities, and begin processing devastating grief.

💔 Why Current Bereavement Policies Are Failing Families

The death of an immediate family member is one of life's most traumatic experiences. Grief affects concentration, sleep, decision-making, emotional regulation, and overall mental health.

When grieving employees are forced to return to work too soon:

• Patient care can be compromised

• Workplace accidents can increase

• Public safety can be affected

• Mental health challenges can worsen

• Families are denied the time they need to heal

Current bereavement policies fail to recognize that grief does not end after three days and that many employees are ineligible for additional protected leave when they need it most.

⚖️ What We're Asking For

In honor of Cade' and every family forced to return to work before they are ready, we urge lawmakers to pass Cade's Law and establish meaningful bereavement protections.

We are calling for:

✅ A minimum of 10 days of protected bereavement leave following the death of an immediate family member

✅ Eligibility regardless of job tenure or length of employment

✅ Protection from discipline, retaliation, or job loss while taking bereavement leave

✅ The option to extend leave for up to 30 days following funeral or memorial services when needed

✅ Coverage for the loss of a spouse, child, parent, grandparent, or sibling

💙 Why This Matters

Grief does not end after three days.

No parent should have to return to work days after burying a child.

No spouse should be forced to choose between healing and keeping their job.

No sibling should be expected to resume normal responsibilities while struggling through profound loss.

Compassionate bereavement leave is not a privilege—it is a necessity.

✍️ Sign This Petition

By signing, you will:

• Support Cade's Law

• Advocate for fair bereavement leave protections

• Help protect workers, patients, and the public

• Give grieving families the time and dignity they deserve

📢 Let Cade's Legacy Become a Force for Change

Sign. Share. Support Cade's Law.

Because grief doesn't end in three days.