MISCARRIAGE AND WORK: HOW TO SUPPORT AFFECTED EMPLOYEES

HOW MISCARRIAGE CAN AFFECT AN EMPLOYEE

It’s only natural that a traumatic event would have such a profound effect on an employee’s mental health. A miscarriage can result in an employee struggling with social interactions, irritability, concentration and overall mood. Different employees will process grief in different ways and it’s important as an employer to provide the structure to help employees feel supported during a tragic incident such as a miscarriage.

THE EMPLOYER’S ROLE IN PROVIDING SUPPORT

Have a Supportive Conversation

It’s important to address the human element above all else. People going through a tragic loss want to feel supported. A direct conversation conveys compassion to an employee. This can allow them to express any thoughts, concerns or feelings. It can also provide employees with the reassurance and solace needed to move forward. The grieving process will differ from person to person but a simple conversation is a good start to showing that your company cares and values its team.

Be Approachable to Talk When Needed

Not everybody dealing with grief will be as forthcoming. They may need time before they want to discuss it. In any event, you should have an open door policy for whenever an employee wants to address matters. Inform them that you’re available to speak via phone call, video chat or in-person. This shows there’s no pressure and that if they’re open to it, they have somebody to speak to whenever they’re ready. 

Check to See if the Employee Wishes for Information to be Shared

Every situation is different. Some employees may feel comfortable sharing their experience, while others may prefer to keep it private or wait until they feel ready to discuss it. The most important thing is to let the employee know that the decision is entirely theirs.

If an employee does wish for the information to be shared, it should be communicated with care, sensitivity and respect for their privacy. Relevant managers or team leaders can then be informed so they can discreetly share the information with their teams where appropriate.

Discuss Time off and Leave 

An employee who has experienced a miscarriage may require time off work to process their grief. 

Provide Clear Information on Support

An employee may feel overwhelmed after such an occurrence. During this difficult time, they should be provided with clear information on support and helpful resources. This not only demonstrates compassion, you’re providing them with practical guidance to help them cope with loss. For example, an Employee Assistance Programme (EAP) should feature mental health or wellbeing support.

Plan the Return to Work

Returning to work after a miscarriage can feel overwhelming, so employers should work with the employee to create a return-to-work plan that reflects their individual needs. This could include flexible working hours, amended duties or a phased return where appropriate.

Manage Workload and Expectations

Returning to work after a miscarriage can be emotionally and mentally challenging. Employers should help employees gradually readjust by introducing a manageable workload and making reasonable adjustments where appropriate. Setting realistic expectations and maintaining open communication can help reduce unnecessary pressure, allowing employees to regain confidence and settle back into their role at a pace that feels comfortable.

Conduct Ongoing Check-Ins

An employee will still require support even after they’ve returned to work. It’s important to not be pushy but still check-in to see how they’re acclimating and if they require any reasonable adjustments. This attentiveness can help them with the transition of returning to work and not feeling overwhelmed. 

SIGNS OF MISCARRIAGE AT WORK

As miscarriages are most common during the early stages of pregnancy, it is possible for one to occur while an employee is at work. If this happens, the situation should be handled with sensitivity and compassion, as the employee is likely to feel frightened, distressed and overwhelmed.

Symptoms of a miscarriage include:

• Heavy bleeding
• Severe stomach pain and cramps
• Feeling faint or passing out – this is more frequent with an ectopic pregnancy which can be life-threatening

The employee should receive medical attention as soon as possible. Depending on the circumstances, they may need to be taken to hospital, contact their GP or, if they prefer and it is appropriate to do so, go home first. With the employee’s consent where possible, their partner or emergency contact should also be informed. This highlights the importance of keeping employee records, including emergency contact details, up to date.

If the employee is the baby’s father and learns that their partner may be experiencing a miscarriage, they will likely want to leave work immediately to be with them. Employers should support this request wherever possible, recognising that pregnancy loss can have a significant emotional impact on partners as well as the person experiencing the miscarriage.

WHAT IS THE LAW AROUND MISCARRIAGE AND THE WORKPLACE

UK employers have a legal duty to treat employees fairly and support their wellbeing following a miscarriage. If a miscarriage occurs before 24 weeks of pregnancy, there is currently no statutory entitlement to maternity, paternity or parental bereavement leave, although pregnancy-related sickness absence and compassionate leave may apply depending on workplace policies. Following a stillbirth after 24 weeks, statutory maternity, paternity and parental bereavement rights are available. Employers should always respond with compassion and ensure they meet their legal obligations.

COMMON MISTAKES EMPLOYER SHOULD AVOID 

Supporting an employee after a miscarriage requires sensitivity, empathy and respect. While every individual will respond differently, there are some common mistakes employers should avoid to ensure they provide appropriate support during such a difficult time.

First and foremost, respect the employee’s privacy. Information about a miscarriage should only be shared with others if the employee has given their consent.

It’s also important to give employees the space they need. While some may wish to talk about what has happened or discuss their return to work, others may prefer time to process their loss privately. Equally, avoid setting an expected return-to-work date before they are ready, as everyone grieves differently and recovery can take time.

GET IN TOUCH WITH CLOVER HR

Understanding miscarriage and work rights in the UK can be difficult, particularly when balancing legal responsibilities with compassionate employee support. Clover HR can help you develop appropriate workplace policies.

Reach out to our specialist team of HR consultants by giving us a call on 0330 175 6601, emailing us at info@cloverhr.co.uk or filling in our contact form.