Written By Professor Ilaria Boncori

As Baby Loss Awareness Week (9–15 October) encourages conversations around pregnancy and baby loss, Professor Ilaria Boncori explores why greater workplace awareness, inclusive policies and meaningful support are essential for employees experiencing pregnancy loss.

A step forward for pregnancy loss leave

The UK Government has recently announced plans to introduce up to two weeks of unpaid bereavement leave for employees experiencing pregnancy loss before 24 weeks from April 2027, as part of changes under the Employment Rights Act 2025.

While this is a welcome step forward and one that many researchers, charities and individuals have long campaigned for it is simply not enough.

The proposed entitlement recognises pregnancy loss before 24 weeks as both a personal and workplace issue, where support has historically been limited and inconsistent.

Importantly, it also acknowledges the experiences of both the person carrying the pregnancy and their partner whose needs have traditionally been overlooked.

However, the leave remains unpaid. Our research shows that many individuals cannot afford to take unpaid time off; even when their physical, psychological or emotional wellbeing requires it.

What does the research tell us?

Our research into early pregnancy endings and the workplace highlights significant gaps in the support available to employees.

As explored in our published research, including Boncori et al. (2024) and Middlemiss et al. (2024), only a small minority of participants had access to dedicated workplace leave following an early pregnancy ending.

Furthermore, 77.3% of our survey respondents reported a lack of dedicated workplace information, policies and procedures relating to pregnancy endings before 24 weeks.

These findings demonstrate the importance of creating workplace environments where employees feel informed, understood and supported during what can be an incredibly difficult time.

Recognising the different experiences of pregnancy loss

Every pregnancy is different and not all pregnancy endings are experienced as a loss.

Social and cultural stigma, family circumstances, national policies and workplace support can all influence how individuals experience and navigate these situations.

For many, pregnancy loss can have a profound and lasting impact on their personal and professional lives, regardless of when it occurs.

Our research found that many women experiencing early pregnancy endings lacked adequate healthcare and mental health support. Some also felt unable to disclose their experiences at work for fear of discrimination or negative consequences for their careers.

Unfortunately, not all pregnancy losses are treated with equal care and respect.

This can create what we describe as a “hierarchy of loss”, where early pregnancy endings, particularly during the first trimester, are dismissed or minimised, regardless of their impact on an individual’s wellbeing.

Without meaningful support, unpaid leave entitlements risk reinforcing this sense of isolation.

Why flexibility and understanding matter

Our research found that approximately 30% of participants needed time away from work for emotional or psychological recovery, with a similar proportion requiring leave for physical recovery or medical procedures.

This highlights the importance of recognising both the physical and emotional effects of pregnancy loss.

Grief is not linear. The need for time away from work may arise immediately after a loss or return months later, particularly around anniversaries, family occasions or other significant dates.

That is why workplace policies should offer flexibility, including the ability to take individual days of leave over an extended period, up to 56 weeks following a loss.

Rather than adopting a one-size-fits-all approach, employers should recognise that recovery and support needs will vary between individuals.

Creating a more inclusive and supportive workplace

Organisations have an important responsibility to develop policies and procedures that recognise the diverse experiences of pregnancy loss.

These should be inclusive of everyone affected by pregnancy endings, regardless of gender and consider their individual circumstances and needs.

While introducing dedicated pregnancy loss policies and leave may be viewed as an additional cost, the consequences of failing to support employees can be far greater.

Inadequate support can affect employee wellbeing, productivity, absence levels and staff retention.

By fostering a more compassionate workplace culture, organisations can help employees feel valued, respected and confident that they will receive appropriate support.

What can employers do now?

Employers should not wait until new legislation comes into effect to take action.

Creating a supportive workplace starts with improving awareness, addressing stigma and ensuring that employees and managers understand the support available to them.

Drawing on our research, we have developed a free online toolkit designed to help organisations and their employees improve awareness and support for early pregnancy endings.

The toolkit provides a practical starting point for organisations looking to strengthen their approach and create a more inclusive working environment.

We also welcome opportunities to collaborate with organisations and charities on bespoke solutions to improve workplace support.

As we mark Baby Loss Awareness Week, it is an important reminder that supporting employees through pregnancy loss requires more than a statutory entitlement.

Further reading

Explore Professor Ilaria Boncori’s research papers on the Institute of Professional Development website, including research into early pregnancy endings and workplace support.

Meaningful change begins with understanding, compassion and a commitment to ensuring that nobody feels unsupported or overlooked at work.