Workers in England, Scotland, and Wales who experience a miscarriage before 24 weeks will now have the legal right to bereavement leave, following a long-fought campaign to recognise the emotional and physical impact of pregnancy loss.
The change, introduced as part of Labour’s Employment Rights Bill, will grant two weeks of paid leave to both parents. Previously, bereavement leave was only available to those who had experienced a stillbirth after 24 weeks, leaving many workers to rely on sick leave or unpaid time off. While some employers already offer miscarriage leave as an additional benefit, campaigners have argued that this should not be left to discretion.
The move has been welcomed by advocates who have spent years calling for better support for those who experience early pregnancy loss. Labour MP Sarah Owen, who chairs the Women and Equalities Select Committee, has been a vocal supporter of the policy. Earlier this year, the committee concluded that the case for offering statutory leave for pregnancy loss was “overwhelming.”
An estimated 250,000 pregnancies in the UK end in miscarriage every year, with around one in five women experiencing pregnancy loss. Despite the prevalence, many report feeling unsupported at work, with some returning within days or even hours of their miscarriage, fearing financial or professional consequences if they take time off.
The emotional and physical toll of miscarriage is well-documented. Studies have linked pregnancy loss to increased risks of anxiety, depression, and post-traumatic stress disorder. For many, the experience is compounded by a lack of understanding in workplaces, where pregnancy loss is often minimised or treated as a private issue rather than a bereavement.
Jonathan Reynolds, the Business Secretary, has spoken about his family’s experience with pregnancy loss, calling the policy a necessary step. “I know how important this is. Like so many people, I have personal experience of how difficult it can be,” he told ITV’s Good Morning Britain in January.
The introduction of statutory leave aims to acknowledge the reality of miscarriage as a significant loss rather than a routine medical event. The decision is also part of a broader set of workers’ rights reforms under Labour, including a ban on zero-hours contracts, stricter rules on fire-and-rehire practices, and increased protections for trade union access.
While the announcement has been broadly welcomed, some campaigners argue that more needs to be done. Charities such as Tommy’s, which supports those who have experienced pregnancy and baby loss, have called for more workplace training and guidance for employers to ensure that those taking bereavement leave are properly supported upon their return.
There are also questions about how the policy will be implemented and whether some employers may attempt to sidestep the requirement. As with other workers’ rights protections, enforcement will be key in ensuring that those entitled to leave can access it without fear of retaliation or job insecurity.
For now, the change marks a step forward in recognising pregnancy loss not just as a medical issue but as an event that can have profound emotional and professional consequences. For many parents, the right to take time to grieve without financial or career penalties is long overdue.
