**Bereavement Leave Set to Change: Parents in the UK to Receive Time Off After Early Pregnancy Loss**
In a significant policy shift, the UK Government has announced plans to guarantee employment protection for those suffering early pregnancy loss, ensuring that individuals will be entitled to take time off work even if their pregnancy ends before 24 weeks. The proposal seeks to address a longstanding gap in workplace rights and is being hailed as a move towards greater support for grieving families.
Currently, workplace bereavement leave is reserved for parents who lose a child under the age of 18 or experience a stillbirth after 24 weeks of pregnancy. Until now, those who experienced a miscarriage before this stage had no legal entitlement to time away from work, often forcing individuals to rely on sick leave or unpaid absence at an incredibly vulnerable time.
Under the Government’s proposed amendments to the Employment Rights Bill, those affected by early pregnancy loss will gain the right to at least one week’s bereavement leave as a statutory minimum. The precise length of protected leave remains under consideration and will be determined following further consultation with stakeholders, healthcare professionals, and advocacy groups.
Business Secretary Jonathan Reynolds spoke candidly about the need for reform, reflecting on personal experience and the challenges faced by many. He emphasised that “grief doesn’t follow a timetable”, adding that the amended legislation is designed to allow families to focus on healing without additional worries over job security or workplace pressures. Reynolds stressed that the new policy would ensure “dignity and respect” for everyone affected by early pregnancy loss.
Deputy Prime Minister Angela Rayner echoed this sentiment, underlining the emotional turmoil that families endure in such circumstances. “No-one who is going through the heartbreak of pregnancy loss should have to go back to work before they are ready,” she stated, expressing her pride in the Government’s move to establish a “day-one right to protected time off work” after pregnancy loss.
The announcement has been welcomed by organisations advocating for pregnancy and baby loss support. Vicki Robinson, chief executive of the Miscarriage Association, described the measure as “a hugely important step that acknowledges the often very significant impact of pre-24-week loss, not only for those experiencing the physical loss, but for their partners too.” The recognition that both those who experience pregnancy loss and their partners may require time to grieve is seen as progress towards greater workplace compassion.
These legislative changes come at a time when the Government is undertaking a broader review of parental leave, amidst concerns that the current system falls short of supporting modern families. Business Secretary Reynolds confirmed a commitment to looking at not only bereavement leave but also the overall structure of maternity, paternity, and shared parental leave provisions, acknowledging that more comprehensive change may be necessary.
Commentators have pointed out that workplace policy has lagged behind societal needs, with advocates long pressing for better support for parents at all stages of pregnancy and parenthood. Many hope that these reforms will pave the way for a wider cultural shift in how employers and workplaces respond to bereavement and loss, reducing stigma and helping to foster healthier, more supportive work environments.
While further details on how the new rules will be implemented are awaited, public response has been largely positive, with families and campaigners noting the need for official recognition of all forms of pregnancy loss. The development promises greater security for employees during moments of profound distress, with the Government signalling a clear intention to put empathy at the heart of employment policy.
As consultations on the specifics of bereavement leave for early pregnancy loss proceed, both government ministers and advocacy groups have expressed their commitment to ensuring that legislation meets the real needs of those most affected, marking a new chapter in workplace rights and support within the UK.