How the UK Government is addressing bereavement leave for miscarriages

The UK government has indicated that it supports extending bereavement leave to people experiencing miscarriage.

It is estimated that 10-20% of all pregnancies result in miscarriage, most occurring within the first 12 weeks. The impact of miscarriage can be devastating on families, and with most occurring in early stages, it is unlikely that employers are unaware that an employee is pregnant. While full-time work is not indicative of being the cause of miscarriage, women in high-stress jobs or working in high-stress environments are believed to be more likely to experience a miscarriage.

Business Minister, Justin Madders, has expressed his intention to ensure that the right to bereavement leave following the loss of pregnancy before 24 weeks is incorporated into the recent Employment Rights Bill. Madders has acknowledged that current laws lack meaningful support for early-stage pregnancy loss and the devastating impact it can have on families. The move is being pioneered by Madders and Sarah Owen MP, chair of the Women and Equalities Committee, who has spoken out about her tragic loss, as well as the physical and emotional toll that it took on her.

Madders reinforced his position in the House of Commons this week, stating, "Bereavement is not an illness, it's not a holiday and it does need its own special category."

As it stands, statutory bereavement leave for parents is available after 24 weeks of gestation. Owen and the Women and Equalities Committee are requesting amendments to the Employment Rights Bill that would give parents two weeks of unpaid leave following miscarriage or pregnancy loss.

The Miscarriage Association are pushing for the proposed amendments to go a step further and provide paid time off, but acknowledges that even unpaid leave is a significant step forward.

While the government works through their plans for miscarriage bereavement leave, employers can play their part to ensure a supportive environment.

If you have a team member who is experiencing a miscarriage, they are experiencing one of life's biggest challenges. Here are a few ways to be supportive:

• Offer time off and flexible or remote work arrangements as soon as possible.
• Ask them whether or not they would like this news communicated with other team members, management and colleagues and respect their wishes.
• Understand that miscarriage is a bereavement, regardless of whether it is considered one under the law (yet), and your team member may experience grief patterns for weeks or months. Their recovery may take time.
• Equip them with any additional resources offered through their employment, such as an Employee Assistance Programme.

The step towards miscarriage bereavement leave is significant in recognising the profound impact of pregnancy loss. The government's support in extending bereavement leave is crucial in acknowledging the impact miscarriage has on families. Further to proposed legislative changes, employers can act now and stand by their employees during a tragedy.