The government has unveiled plans to give employees the right to bereavement leave following pregnancy loss at any stage, including before 24 weeks.
The change will be included in the Employment Rights Bill and represents an increase in what is available under existing statutory bereavement leave.
Currently this is only available to parents who experience the loss of a baby after 24 weeks of pregnancy or in the event of the death of a child under 18.
However, proposed amendments to the bill will entitle parents who experience miscarriage earlier in pregnancy to take time off work to grieve.
The new entitlement will offer at least one week of bereavement leave, though the exact duration is still under consultation. The move aims to ensure that no employee has to return to work before they feel emotionally ready.
Deputy Prime Minister Angela Rayner said the change would ensure people are given the space and support they need, commenting that “no one who is going through the heartbreak of pregnancy loss should have to go back to work before they are ready”.
The Employment Rights Bill, which is progressing through parliament, includes a range of measures to strengthen employees’ rights to compassionate leave.
Employers may need to update internal policies once the legislation is passed and ensure support is in place for affected employees. The change also presents an opportunity to review existing bereavement and wellbeing support, particularly around pregnancy and family loss.
Claire McCartney, policy and practice manager at the CIPD, said: “Pregnancy loss can have a profound impact on a person’s mental and physical wellbeing and returning to work while still grieving can be both isolating and overwhelming.
“We welcome this amendment to the Employment Rights Bill, which will offer crucial support during what’s often a deeply distressing time. With an estimated one in four pregnancies ending in miscarriage – many before the 24-week mark – this change will ensure employees are given the opportunity to come to terms with their loss before having to go back to work.
“Employer support will also be invaluable beyond this period of leave. Supportive line managers play a crucial role in helping women and their partners navigate their return to work after pregnancy loss. When they do return, employees should be met with flexibility, understanding, and compassion.”
Bar Huberman, content manager, HR strategy and practice at Brightmine, said: “We know from the thousands of businesses we partner with; they want to support their people through pregnancy loss but need clarity, structure, and confidence to do so in the right way. This move as part of the Employment Rights Bill gives employers a solid foundation to build compassionate and consistent approaches – ensuring support is not left to chance but embedded in the culture of care that so many organisations are striving to create.
“While many businesses have taken steps to formalise their approach through policies and better manager training, government recognition provides a vital framework. It not only helps normalise what can be a difficult and deeply personal conversation but also gives employers a clear mandate to act. Without formal policies in place, employees are often unsure of their rights and managers may struggle to respond with consistency and confidence.”
