Miscarriage, affecting one in four pregnancies, is the most common adverse pregnancy outcome (WHO). It has profound physical and psychological impacts that often extend into the workplace. Despite protection under The Equality Act (2010), many employees do not receive adequate support, including paid leave, and often face insensitive or discriminatory treatment due to a lack of awareness. This failure to address pregnancy loss leads to increased presenteeism, higher turnover, loss of talent, and potential legal issues for companies.
Dealing with pregnancy loss is an incredibly challenging experience, and it is crucial that workplaces provide appropriate support to affected employees. Sensitive handling of conversations around pregnancy loss can significantly impact an individual’s well-being and ability to cope during such a difficult time. This article outlines best practices for offering empathy, support, and confidentiality to colleagues and employees, ensuring that the workplace remains a compassionate and understanding environment. It also helps employers develop techniques for managing real-life conversations about pregnancy loss.
Advice for Managers with examples of questions to ask colleagues.
- Offer Immediate Support: “What would make things easier for you right now?”
- Check on Well-Being: “How are you feeling today?”
- Discuss Time Off: “Do you feel you need some time off work?”
- Communication Preferences: “How would you like me to keep in touch when you are off work?”
- Facilitate Return to Work: “Is there anything I can do to make coming back to work easier for you?” “Would you like to meet up before coming back to work?”
Related article:
4 Simple Steps for Providing Fertility Support to Colleagues
Managing Pro-Natal Triggers
- Avoid Asking About Children: Refrain from questions like “Do you have kids?”
- Be Sensitive to Conversations: Avoid making comments such as “I always say until you have children you’re not complete.”
Adapting Workplace Practices
- Baby-Related Events: Make baby showers and meet-the-baby events optional and off-site.
- Mindful Chitchat: Consider neutral conversation topics like holidays, television, or news.
- Parenthood Status: Avoid asking about parenthood status; let employees share if they wish.
- Pregnancy Announcements: Establish a sensitive and thoughtful pregnancy announcement protocol and avoid unexpected baby visits in the workplace.
Organisational Support and Policies
- Training: Implement organisation-wide training on sensitivity and support for pregnancy loss.
- Pregnancy Loss Policy: Develop a policy with paid leave and protections as a separate document.
- Flexible Support: Provide formal and flexible support options, including reasonable adjustments, work-from-home flexibility, and return-to-work plans.
- Employee Assistance Programmes: Utilise EAP and Occupational Health for specialist counselling.
- External Services and Resources: Offer access to external support services and resources.
- Story-Sharing and Support Groups: Encourage story-sharing and the formation of support groups.
- Awareness Days/Weeks: Recognise and observe relevant awareness days or weeks to promote understanding and support.
Key Summary
- Approach conversations with empathy, sensitivity, and confidentiality.
- Offer practical and emotional support tailored to the individual’s needs.
- Create a supportive workplace environment through policies, training, and resources.
- Be mindful of triggers and adapt workplace practices to be inclusive and considerate.
Overall, creating a supportive workplace for individuals experiencing pregnancy loss involves a combination of empathy, practical assistance, and appropriate organisational policies. By following these guidelines, colleagues and managers can provide the necessary support, fostering an environment where employees feel understood and valued. Recognising the importance of sensitivity in these situations not only aids in the healing process but also promotes a culture of care and respect within the workplace.
Navigating this sensitive topic requires compassion and expertise, please see our training course below for more information.
Supporting Pregnancy Loss at Work Course
the course will improve your understanding of pregnancy loss, providing you the tools to apply theory to practice in various ways, including communication training to ensure that you know how to respond (and not to respond) to disclosures. You will have the opportunity to develop your understanding of best practice through an interactive workshop, including facilitator-led training, case study discussions, individual tasks and Q&A in a safe space. The content of the course is informed by the latest academic research, delivered in an accessible, digestible and practical way.
