Make Work Pay: leave for bereavement including pregnancy loss

We are seeking informed and thoughtful views on the details of introducing a new entitlement to bereavement leave, with particular regard to pregnancy loss before 24 weeks. This is an important development aimed at supporting employees during deeply personal and challenging moments, and your input will help shape a fair, practical, and compassionate policy.

The context
– Many organisations already offer some form of bereavement or compassionate leave, but there is wide variation in eligibility, length, and how time off is administered.
– Pregnancy loss, including miscarriages that occur before 24 weeks, can have a profound emotional and psychological impact on those affected. Extending bereavement support to cover this experience recognises the need for time to grieve, process, and access support without the added stress of potential financial or job-security concerns.

Key questions for consideration
– Scope and eligibility: Should the entitlement apply to employees across all roles and tenure? How should varying circumstances be defined (e.g., bereavement of a stillbirth, late miscarriages, or other pregnancy-related losses)?
– Duration: What is a fair and practical amount of paid leave for bereavement in the context of pregnancy loss before 24 weeks? Should there be different durations for different types of loss or relationship to the pregnancy (e.g., partner, expectant parent, immediate family)?
– Pay and benefits: Should the bereavement entitlement be paid, unpaid, or a mix? If paid, should pay be at full salary, a portion of salary, or a separate allowance? How should this interact with existing annual leave or sickness policies?
– Notice and documentation: What notice should employees be required to provide? Are there acceptable forms of documentation, and how should confidentiality be preserved?
– Scheduling and flexibility: Should leave be flexible in terms of timing, including the option to split leave into blocks or return-to-work with reduced hours? How can organisations accommodate the emotional and mental health needs during the recovery period?
– Job security and protection: What assurances should accompany bereavement leave to protect employees from retaliation or negative consequences in performance assessments or promotions?
– Support services: Beyond paid leave, what additional supports should be offered (e.g., access to counselling, employee assistance programmes, bereavement resources, or peer support networks)?
– Implementation and governance: What governance framework is needed to administer the entitlement consistently? How should eligibility, duration, and exceptions be reviewed and updated over time?

Impact and considerations
– Equity and inclusion: The policy should reflect diverse family structures and experiences, ensuring that all employees who are affected by pregnancy loss have access to support.
– Operational practicality: Organisations need to balance compassionate provisions with operational continuity. Clear guidelines will help managers assess requests fairly and consistently.
– Communication: Transparent, accessible information about the entitlement should be provided to all employees, with examples and FAQs to reduce confusion or stigma.
– Measurement of outcomes: Consider how to monitor uptake, employee satisfaction, and any unintended consequences, informing future refinements to the policy.

We welcome perspectives from a wide range of stakeholders, including employees, managers, human resources professionals, trade unions, and health and wellbeing partners. Please share:
– Your experiences or concerns relating to bereavement leave and pregnancy loss.
– Practical suggestions for the entitlement’s scope, duration, and support mechanisms.
– Any potential risks or unintended consequences you foresee and how they might be mitigated.

Response channels
– Submit your views via the online consultation portal, email, or via any formal submission process your organisation uses.
– Where relevant, anonymise personal details to protect privacy.

Next steps
– We will review all feedback comprehensively, assess consistency with legal frameworks and best practice guidance, and publish a summary of proposals for the new entitlement.
– Our aim is to finalise a policy that is fair, practical, and supportive, with clear implementation guidance for employers and managers.

If you would like to contribute a detailed submission or arrange a discussion session, please contact the policy team at your organisation’s dedicated outreach channel. Your input is valuable in shaping a bereavement leave entitlement that acknowledges the realities of pregnancy loss and provides meaningful support to employees during a difficult time.

September 22, 2026 at 09:30AM
工作机会提升：包括妊娠流产在内的丧假
We are seeking views on the details of a new entitlement to bereavement leave, including for pregnancy loss before 24 weeks.

工作机会提升：包括妊娠流产在内的丧假
我们正在就新设立的丧假权利的具体细节征求意见，包括妊娠不足24周的流产情况。

阅读更多中文内容： 探讨新生存福利：关于未满24周孕产丧失情形的丧假 entitlement 细则建议