The Quiet Crisis in the Workplace: Addressing Pregnancy Loss Support
Pregnancy loss remains a largely unspoken issue, yet it affects approximately one in four pregnancies. While societal awareness is growing, workplace support lags significantly behind. Recent research from University College Cork (UCC) highlights a critical gap between the needs of employees experiencing pregnancy loss and the resources available to them. This article explores the current landscape, emerging trends, and what the future of pregnancy loss support in the workplace might look like.
The Current State of Affairs: A Patchwork of Policies
Currently, Irish law provides statutory maternity and paternity leave for pregnancy loss after 23 weeks (stillbirth or neonatal death). However, there’s no statutory entitlement for losses occurring before this point. This leaves many individuals navigating a deeply personal and emotional experience with limited workplace protections. Internationally, the picture is equally varied. New Zealand introduced three days of paid bereavement leave for miscarriage in 2021, followed by Australia with two days. Malta now offers seven days’ paid leave. The UK is currently consulting on extending bereavement leave to include pregnancies ending under 24 weeks, and Northern Ireland will introduce specific leave in April 2026.
The PLACES project, conducted by researchers at UCC and the University of Galway, surveyed almost 1,000 people and interviewed 13 individuals who had experienced pregnancy loss under 24 weeks. The findings were stark: 85% of respondents found it difficult to return to perform, and half of those who did return immediately did so because they didn’t want to disclose their loss to their employer. A further 10% feared negative repercussions on their career progression.
A Shift Towards Proactive Support: The UCC Model
University College Cork is leading the way in Ireland, having launched the country’s first Pregnancy Loss Support Policy for university staff in October 2025. This policy provides ten days of dedicated leave per calendar year for employees experiencing pregnancy loss under 23 weeks, alongside resources and support. This initiative marks a significant step towards normalizing conversations around pregnancy loss and creating a more compassionate work environment.
The UCC policy was developed in collaboration with the Pregnancy Loss Research Group, led by Prof. Keelin O’Donoghue, and informed by the findings of the PLACES project. The group has also created a toolkit offering practical guidance and templates for employers, managers, and HR staff, as well as resources for employees and colleagues.
Future Trends: What to Expect in the Coming Years
Several key trends are likely to shape the future of pregnancy loss support in the workplace:
- Increased Statutory Leave: The momentum for statutory leave is building globally. We can anticipate more countries following New Zealand, Australia, and Malta in introducing paid leave for pregnancy loss, potentially standardizing leave durations across regions.
- Expansion of Policy Coverage: Beyond leave, policies will likely expand to include flexible working arrangements, access to counseling services, and training for managers on how to support employees experiencing loss.
- Focus on Partner Support: Recognition is growing that pregnancy loss impacts both individuals and their partners. Future policies will increasingly address the needs of partners, offering them dedicated leave and support.
- Destigmatization Through Open Communication: Workplaces will prioritize creating safe spaces for open communication about pregnancy loss, encouraging employees to share their experiences without fear of judgment or discrimination.
- Data-Driven Policy Development: Continued research, like the PLACES project, will provide valuable data to inform policy development and ensure that support mechanisms are effective and responsive to employee needs.
The Role of Technology and Innovation
Technology can play a crucial role in expanding access to support. Online counseling platforms, virtual support groups, and digital resources can provide confidential and convenient assistance to employees, regardless of their location. AI-powered chatbots could offer initial support and guidance, directing individuals to appropriate resources.
Words at Work: Amplifying Voices
The Pregnancy Loss Research Group at UCC has published “Words at Work,” a collection of quotations from individuals who participated in the PLACES project. This powerful resource underscores the human impact of pregnancy loss and reinforces the need for compassionate workplace policies.
FAQ: Pregnancy Loss and the Workplace
Q: Is there any legal requirement for employers to provide leave for pregnancy loss?
A: Currently, in Ireland, there is no statutory entitlement to leave for pregnancy loss before 23 weeks. However, the Organisation of Working Time (Reproductive Health Related Leave) Bill 2021 proposes 20 days leave in such cases, though it is currently at committee stage.
Q: What can employers do to support employees experiencing pregnancy loss?
A: Employers can develop comprehensive policies that include dedicated leave, flexible working arrangements, access to counseling, and training for managers.
Q: Where can I discover more information about pregnancy loss support resources?
A: The Pregnancy Loss Research Group at UCC offers a toolkit and other resources: http://www.ucc.ie/pregnancyloss/
Did you know? Approximately one in four pregnancies ends in loss, making this a common experience that impacts a significant portion of the workforce.
Pro Tip: Managers should approach conversations about pregnancy loss with empathy and sensitivity, offering support without pressuring employees to share details they are not comfortable disclosing.
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