Supporting employees through pregnancy loss: A practical guide

Pregnancy loss often has no visible change or formal leave. But things are changing.

As many as one in two pregnancies ends in a loss. That means almost every organisation has employees who have experienced it, or will, often without anyone at work knowing.

Pregnancy loss can be invisible: there may be no visible change, no formal leave, and a colleague may be back at their desk within days, carrying a grief that no one has acknowledged.

A change in the law

Until now, there has been no statutory right to time off work to grieve a pregnancy loss before 24 weeks. That is changing. As part of the Employment Rights Act changes, from April 2027 individuals who experience a pregnancy loss, and their partners, will be entitled to up to two weeks of statutory bereavement leave.

The leave can be taken within 56 weeks of the loss, and no evidence will be required. Employees can also choose to download a miscarriage certificate. It is not necessary, but some people may find it helps them grieve.

This is a welcome step, but the leave is unpaid, so it may not change how many people actually take time off. That is where employers can make a difference. Legislation sets a floor, not a standard of care, so consider whether your own policy goes further and make sure managers know how to respond in the days, weeks and months that follow.

What your employees may be experiencing

Grief after pregnancy loss does not follow a straight line, and there is no right or wrong way to feel. From a clinical perspective, it is common to experience shock, sadness, anger or numbness, sometimes within the same hour. Many people also feel guilt and wonder whether they caused the loss. They did not. Pregnancy loss is not caused by anything a person has done, and often there is no clear explanation, which can make the experience harder to process.

Anxiety, poor sleep, difficulty concentrating and exhaustion are also common. These are natural responses to a difficult life event, not signs of weakness or poor performance. Physical recovery matters too. Depending on the type and stage of loss, the person may still be recovering physically while appearing to have returned to normal.

Remember partners

Partners are often overlooked. They may feel they have to stay strong, or that their grief is less valid. Couples frequently grieve differently: one may want to talk constantly while the other processes quietly. This is normal, but it can leave both feeling isolated. Partners are entitled to support and, from April 2027, to leave.

What good support looks like

Managers rarely receive training for these conversations, and the fear of saying the wrong thing often leads to saying nothing. Good support starts with having the groundwork in place, then relies on a few principles in the moment.

Have policies in place before you need them. Drafted by our in-house fertility nurses, doctors and midwives alongside HR experts, our two free templates cover leave and pay, returning to work and reasonable adjustments. Be clear how leave is booked and whether it is paid or unpaid, and keep it separate from maternity and parental leave. The Neonatal Loss Policy Template supports colleagues who lose a baby before or shortly after birth, including stillbirth.
The Pregnancy Loss Policy Template supports colleagues through loss earlier in pregnancy.
Acknowledge the loss simply. A short, sincere message is better than silence. Avoid phrases that look for a silver lining, such as “at least it was early” or “you can try again.”
Let the employee lead. Ask how much they want colleagues to know and who should be told and respect the answer.
Offer flexibility. Time off for appointments, a phased return, or adjusted duties can make a real difference. Different people need different things.
Keep checking in. Anniversaries, due dates and a subsequent pregnancy can bring grief back. One conversation in the first week is not enough.

Return to work

There is no set timeline for grief, so plan a return to work with the individual. Where surgery has been involved, physical recovery may take longer than expected, so build in time for follow-up appointments and consider a phased return.

A personal plan, revisited regularly, helps you support them throughout. Some will want the routine of work, others more time, and that can change. Some organisations also have champions who quietly let colleagues know to avoid certain events, such as baby showers.

When to encourage further support

There is a difference between moving through difficult days and being unable to cope. If an employee is struggling to function, cannot sleep, or finds that grief is affecting their work and relationships, encourage them to seek help. Their GP can refer them to bereavement counselling tailored to pregnancy and baby loss.

Peer support from organisations such as Tommy’s and The Miscarriage Association can also help, as talking to someone who has been through a similar experience is often especially healing. Make sure your employee assistance programme and any fertility or family-building benefits are clearly signposted.

Policy changes are important, but culture is what employees remember. The managers who make the biggest difference are not the ones who say the perfect thing, but those who show up, listen and follow through.

Take a look at Fertifa’s ecosystem of policy templates, designed to operate independently or integrate seamlessly, as a starting point.