I concur with the replies of the above two learned members.
Death of an employee dieing in harness, whether natural or otherwise, outside the zone of his/her employment both in time and space does not create any statutory liability on the part of his/her employer for any compensation.
Other terminal benefits like statutory gratuity, encashment of EL etc., are payable to the deceased's legal heirs subject to conditions of eligibility prescribed in such laws.
The requirement of minimum 240 days service is one among the standard factors adopted only for the purpose of computation of certain terminal benefits like gratuity, retrenchment compensation. Of course, the individual employer has the discretion to pay better compensation on humanitarian grounds to the bereaved family of the unfortunate employee as suggested by Mr.KK!HR.
But, the employer should ensure disbursement of the amounts to the right persons basing on documentary evidence like nomination already made by the deceased, legal heir certificate issued by the appropriate authority etc.
In case of any dispute, the employer should deposit the amount with the respective statutory authority with a request to effect payment to the right person.