In a progressive move, Co-op has strengthened its pregnancy loss leave policy to offer enhanced support to employees experiencing miscarriage, stillbirth, or termination. Following this news, many businesses and other retailers’ pregnancy loss leave policies will be put under the spotlight, as employers consider their role in supporting its staff.
Announced in mid October, this revised policy provides paid leave for up to 10 days, with flexible extensions based on individual needs. The policy also includes paid time off for medical appointments, support for managers with guidance of handling sensitive situations, emergency leave where an employee’s family member experiences pregnancy loss and disruptions to surrogacy and adoption processes.
Considering the imminent introduction of the Employment Rights Bill, which includes upcoming changes to parental and bereavement leave, it is no surprise that employers are updating their policies. Under the bill, such leave is to become a day one right for employees, placing emotional wellbeing and compassion at the forefront of workplace culture from day one. The bill reflects a positive and much broader societal shift toward recognising pregnancy loss as a workplace issue, and not just a personal one.
It is possible that Co-op’s initiative on updating its policy may set a standard for other retailers and businesses. While other employers may not need to match the terms of Co-op’s policy word for word, they may need to match their responsive and pro-active attitude to the upcoming legislative changes. As conversations around mental health and employee wellbeing gain traction, more employers may feel compelled to follow suit. Likewise, the introduction of the bill may also act as a catalyst for encouraging employers across industries to formalise compassionate policies that were previously discretionary or overlooked.
The provision of such policies allows organisations to not only support their staff, but also foster loyalty and reduce absence linked to unaddressed grief. Employees who feel supported are more likely to return to work with resilience and trust in their employer. Moreover, inclusive policies help attract and retain talent, particularly among younger generations who value mental health and social responsibility. This is particularly important to many employers in such a competitive job market.
Paul Kelly is head of the employment team at Blacks Solicitors
