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Supporting employees with pregnancy loss
March 2025
How Employers Can Provide Proactive and Compassionate Support
- Introduce a Pregnancy Loss Policy – Ensure employees know their rights and options for time off and support.
- Provide Paid Leave for Pregnancy Loss – Offer compassionate leave for both the pregnant person and their partner(s).
- Train Line Managers & HR Teams – Equip them to handle pregnancy loss with empathy and discretion.
- Offer Flexible Working & Adjustments – Allow phased returns, remote working, or adjusted workloads where needed.
- Ensure Access to Mental Health Support – Provide counselling, EAP resources, or referrals to pregnancy loss charities.
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Sophie Mason
they/them
Chief Executive Officer
ThinkEDI
Pregnancy loss is far more common than many people realise. Research from Tommy’s and the Miscarriage Association shows that one in four pregnancies ends in miscarriage, yet most workplaces have no clear policies to support employees experiencing this profound loss.
Legislation is evolving – a recent UK policy change now entitles parents to two weeks of bereavement leave following a miscarriage before 24 weeks, recognising the emotional and physical toll of pregnancy loss. However, workplace support remains inconsistent, leaving many employees struggling to navigate grief while maintaining their professional responsibilities.
As the CEO of ThinkEDI, I’ve worked with businesses that want to do better but don’t always know where to start. Supporting employees through pregnancy loss doesn’t require grand gestures – just a thoughtful, structured approach that prioritises inclusion, empathy, and flexibility.
The Importance of a Pregnancy Loss Policy
Employers with clear pregnancy loss policies send a strong message: “We support you. You are not alone.” A policy should cover paid leave, flexible working options, signposting to support, and an inclusive approach that recognises the impact on partners.
A recent Deloitte report highlighted that companies with strong wellbeing policies see a 56% increase in employee engagement and lower staff turnover. When employees know their workplace will support them through difficult times, loyalty and morale increase.
At ThinkEDI, we helped a large organisation implement a pregnancy loss policy after an employee shared her distressing experience of feeling pressured to return to work too soon. The policy not only improved employee wellbeing but also reinforced the company’s commitment to inclusivity.
If your company does not yet have a policy, now is the time to create one. Ensure it includes paid leave, flexible return options, and mental health support for both employees and partners.
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A ThinkEDI graphic on pregnancy loss and employee support. The background is light grey with purple and teal text. The ThinkEDI logo is in the top left, featuring a lightbulb icon. The main text reads “Pregnancy Loss” in bold purple, with “How to Support your Employees” in teal below. In the bottom right, there is a simple line drawing of a pregnant person holding their belly, with a heart inside the bump. At the bottom, it says “Learn more…” in purple.
Training Line Managers to Respond with Empathy
Many managers feel uncomfortable addressing pregnancy loss because they don’t want to say the wrong thing. However, silence or avoidance can make grieving employees feel isolated.
Research from McKinsey & Company found that managers trained in empathetic leadership contribute to a 61% improvement in employee wellbeing. Simple gestures – checking in, offering time off, and making workload adjustments – can make all the difference.
One of our clients in the tech sector introduced pregnancy loss awareness training for managers after an employee experienced a miscarriage and was met with well-intentioned but clumsy responses. A year later, they reported a 30% improvement in employee trust and satisfaction regarding workplace wellbeing.
Train managers to:
- Acknowledge loss with simple, compassionate language.
- Offer flexible work arrangements without requiring employees to ask.
- Signpost support, whether internal counselling or external resources like Tommy’s, Sands, or The Miscarriage Association.
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Pregnancy loss is a deeply personal experience, but no employee should have to suffer in silence. A proactive approach – with clear policies, empathetic leadership, and inclusive support for both parents – ensures employees feel valued and cared for, even in their most difficult moments.
As leaders, HR professionals, and colleagues, we have an opportunity to reshape how workplaces respond to pregnancy loss. It’s not just about ticking boxes – it’s about creating workplaces where people feel safe, supported, and able to bring their whole selves to work.
A group of five people are seated in a circle in a bright, modern room with large windows and wooden flooring. They are engaged in a supportive conversation, with one woman in a pink sweater speaking while others listen attentively. The participants are diverse in age, gender, and ethnicity. Some are leaning forward, showing engagement. A green plant is visible in the foreground, adding warmth to the setting. The atmosphere feels open and encouraging, suggesting a support group, therapy session, or workplace discussion.
Supporting Partners & the Wider Family
Pregnancy loss impacts partners and families too, yet many workplaces only focus on the pregnant person. Studies show that one in 12 men experience depression following their partner’s miscarriage, and partners often feel overlooked in the grieving process.
A truly inclusive approach acknowledges this by offering leave, flexible working, and mental health support to partners, regardless of gender or parental role.
I once worked with an organisation that automatically granted two week’s paid leave to partners experiencing pregnancy loss. A male employee who had just suffered a miscarriage with his wife told me, “This was the first time in my career I felt seen as a father.”
Update policies to explicitly include partners in pregnancy loss support. Offer flexible leave options and ensure mental health support extends to both parents.
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