Understanding pregnancy loss leave: how to support employees through difficult times
In this blog, we look into the significance of pregnancy loss leave, why it matters in the workplace, and how employers can create a more supportive and compassionate environment for those experiencing loss.
1st Apr 2024
Trigger Warning: This article discusses pregnancy loss, miscarriage, and stillbirth which may be distressing for some readers.
Pregnancy loss is a deeply personal and often devastating experience that affects many families each year. In the UK, half of adults say they or someone they know has experienced pregnancy or baby loss, with most miscarriages occurring within the first 12 weeks of pregnancy.
Despite this, workplace policies have often fallen short in providing adequate support during such a difficult time. Thankfully, this is changing—with new legislation and progressive companies leading the way in recognising the need for dedicated pregnancy loss leave.What is pregnancy loss leave?
Pregnancy loss leave is a specific type of leave that allows employees who have experienced miscarriage, stillbirth, or other forms of pregnancy loss to take time off work to physically recover and begin the emotional healing process.
Unlike general bereavement leave or sick leave, pregnancy loss leave acknowledges the unique challenges faced by those experiencing this particular type of loss. It provides dedicated time off without requiring employees to use their existing sick days or holiday allowance, which recognises that recovery from pregnancy loss is very different from a "sickness" or a "holiday."
Most importantly, pregnancy loss leave creates a framework for employers and employees to navigate these sensitive situations with clarity and compassion, rather than awkward uncertainty.Why is pregnancy loss leave so important?
The physical and emotional impact of pregnancy loss can be profound and long-lasting. Here's why dedicated leave policies matter:
Physical recovery needs
Pregnancy loss can involve significant physical trauma. Depending on the circumstances, recovery might involve managing pain, bleeding, hormonal fluctuations, and sometimes surgical procedures. This physical recovery alone necessitates time away from work. The recovery period can last from days to weeks, or even longer.
Emotional well-being
The grief that accompanies pregnancy loss can be intense. Many experience symptoms similar to those of post-traumatic stress, including anxiety, depression, and difficulty concentrating. Expecting someone to perform effectively at work during this time is unrealistic and potentially harmful.
Reducing stigma
By officially recognising pregnancy loss as a legitimate reason for leave, employers help break down the silence and shame that too often surrounds this experience. This recognition signals to all employees that their personal challenges matter.
Supporting partners too
Pregnancy loss doesn't just affect the person who was physically pregnant. Partners also experience grief and may need to provide care and support. Inclusive leave policies acknowledge this reality.
When employees feel supported through life's most challenging moments, they're more likely to remain loyal to their employer. Thoughtful pregnancy loss leave policies help retain talented staff who might otherwise leave a workplace that seems indifferent to their personal struggles.
New pregnancy loss legislation: what is changing?
Recent legal changes have significantly expanded pregnancy loss support. The most notable change is that pregnancy loss leave is now available to all women and partners who experience a pre-24-week pregnancy loss.
This is a significant step forward, as previously, statutory leave was only guaranteed for losses after 24 weeks (medically classified as stillbirths). This left a substantial gap in support for the majority of pregnancy losses, which occur before this threshold.
The new framework acknowledges that grief and recovery needs aren't determined by the gestational age at which a loss occurs. A miscarriage at 10 weeks can be just as devastating as a later loss, and the people experiencing it deserve support.
This change also importantly recognises partners in the leave entitlement, acknowledging that they too are grieving and may also need to provide care. This more inclusive approach helps ensure that all affected family members have the time they need.Employers leading the way
While legal minimums provide a baseline of support, many forward-thinking companies are going beyond these requirements with comprehensive pregnancy loss policies. Here are some approaches being taken by employers:
- Flexible duration: Some companies offer flexible leave periods that can be adjusted based on individual circumstances, rather than a one-size-fits-all approach.
- Phased return: Progressive employers are implementing phased return-to-work plans after pregnancy loss leave, allowing employees to gradually adjust back to their full workload.
- Additional support services: Many leading companies complement their leave policies with access to counselling services, support groups, or other mental health resources.
- Training for managers: Some organisations provide training to help managers support team members experiencing pregnancy loss with sensitivity and appropriate accommodations.
Here are some of the companies leading the way with their pregnancy loss leave policies and initiatives.
"Loss, trauma and grief is experienced differently from person to person, so we feel strongly that we shouldn't be prescriptive when it comes to compassionate leave, or leave for pregnancy loss. We hope that the offer of unlimited leave in both instances allows individuals to recharge before returning to work with full support.
For anyone going through loss, at any stage of pregnancy or assisted conception, we also offer support services. Our team members have access to counsellors, a monthly support group, Parental Buddies, as well as trained Mental Health First Aiders. Our People Offer demonstrates our commitment to prioritising the health and wellness of our people, leading the way to support our teams when they need us most.”
After experiencing an ectopic pregnancy in 2020, Katie, an employee at SAP, realised how little support existed for those going through pregnancy loss—especially before 24 weeks. When she returned from maternity leave in 2022, she was determined to change that and become an advocate for pregnancy loss leave, helping many women along the way. She spoke with SAP’s HR team about introducing paid leave for pregnancy loss at any stage, and with the support of the UK HR Director, a new policy was created. In June 2023, SAP introduced 14 days of fully paid bereavement leave, ensuring employees had the time and support they needed. Read Katie’s inspiring story here.
"At ClearBank, we think beyond 'traditional' benefits and want to also support employees through major life events, something that delivers meaningful results for our people. ClearBank has been offering miscarriage leave since 2023, offering 10 days full pay for either parent if a miscarriage happens within the first 24 weeks of pregnancy, with the option to take additional time off under the enhanced Sick Leave policy if extra time is needed. We know this is a frightening and traumatic experience for both parents and we encourage our employees to take the time they need."
Microsoft
"At Microsoft we have compassionate leave for 10 days which employees in the UK can use for the loss of an "Immediate family member". This broadly includes a spouse, domestic partner, custodial parent, non-custodial parent, adoptive parent, foster parent, biological parent, parent-in-law, parent of domestic partner, sibling, grandparent or grandchild of the employee, or a person with whom the employee is or was in a relationship who is a parent. This also includes the biological (including miscarriages), adopted, foster, or step-child of an employee or the child of an employee's domestic partner. In addition, employees who suffer a stillbirth after 24 weeks of pregnancy. In this instance, female employees will still be entitled to up to 52 weeks of maternity leave and/or pay, as will a mother who loses a child after it is born."