Trigger warning: This article discusses miscarriage and baby loss.
Parents who experience a miscarriage should be legally entitled to two weeks’ paid leave. This was the recommendation made this week by the Women and Equalities Committee, a cross-party group of MPs, in its report Equality at Work: Miscarriage and Bereavement Leave.
According to the Miscarriage Association, around one in five pregnancies end in miscarriage before 24 weeks gestation. Since April 2020, employees have been eligible for two weeks’ paid leave if they or their partner experience a miscarriage after 24 weeks, however, to date, there is no legal requirement for employers to make the same provision for individuals who experience a loss before this time.
A miscarriage at any stage, however, can be devastating for both parents and will inevitably impact their working lives. Being able to take the time they need to begin to grieve, therefore, may be invaluable to bereaved parents. In addition, many women will also require time to recover physically following a miscarriage.
While some employers have recognised the need for support following miscarriage, the Women and Equalities Committee’s report acknowledged there remains a “substantial gap” in this area. According to the Trades Union Congress’ Equality Audit 2024, for example, just over a third (35%) of the union reps surveyed said their employer had policies and procedures in place relating to miscarriage and child loss above the statutory minimum.
Employers that offer such support, however, can make a real difference to employees’ lives during a very difficult time as long as staff are aware of the policies available and how to access these.
Organisations which are ahead of the curve and already offer paid leave to parents following a miscarriage before 24 weeks include: Tesco, Axa, Humber Teaching NHS Foundation Trust, NHS England, Unum UK, West Dunbartonshire Council and Deloitte, among others.
While such organisations are undoubtedly trailblazing, there are many more employers that have yet to look at support beyond the statutory minimum in this area. Baby loss and miscarriage is still a sensitive subject, particularly when it occurs at an early stage when the parents may not have announced their pregnancy. Creating a culture in which staff feel able to have open conversations is, therefore, crucial for staff to share their news and feel comfortable asking to take up the paid leave and support available to them.
Only time will tell whether the government follows the Women and Equalities Committee’s recommendations, but employers that take action now will likely find offering support ultimately results in positive outcomes for the business, as well as garnering greater employee loyalty, goodwill and engagement when they return to work.
Debbie Lovewell-Tuck
Editor
@DebbieLovewell
