An HR Guide to Miscarriage Leave and Supporting Staff
Miscarriage is far more common than many people realise, and it is often carried quietly. Those who experience it are usually of working age, which means many are grieving a loss while still coming to work each day, frequently without telling anyone what they are going through.
More organisations are recognising that people need time and space after a miscarriage, and the law is also changing. But for HR teams and line managers, knowing what to do in practice can still feel unclear.
How much time should someone take? What are they entitled to? And how should a manager respond when an employee shares this news?
What miscarriage leave means and why it matters at work
Miscarriage leave is time off given to an employee after a pregnancy loss. It can apply to the person who was pregnant and, in many cases, to their partner too.
Having a clear and kind approach to miscarriage leave matters because without one, people are often left guessing. They may not know what they’re entitled to, whether they need to provide evidence, or how much time they can realistically take. That uncertainty adds stress to an already difficult situation.
For the employer, handling it well doesn’t require a complex policy. It requires an understanding that pregnancy loss is a significant event, and that the person affected needs to know they’ll be supported.
The IVFN’s guide to miscarriage and the workplace covers the wider picture of how pregnancy loss affects employees, including what can happen when someone experiences a miscarriage at work. With as many as 1 in 5 pregnancies ending in miscarriage, it’s something most employers will encounter among their staff at some point.
How much time off can someone take after a miscarriage?
There’s no single answer to this, and that’s one of the things that makes it difficult for HR teams.
Everyone’s experience is different. Some people feel able to return to work within a few days. Others may need several weeks, particularly if the loss was physically complex or if they’re dealing with significant grief.
At the moment, how time off is handled often depends on the employer. Some organisations have a specific pregnancy loss policy. Others use compassionate leave, sick leave or a combination of both. In some cases, people end up using annual leave because they don’t feel comfortable disclosing what’s happened.
The law is also changing. For the first time, a new right to bereavement leave will extend to pregnancy loss, rather than a standalone “miscarriage leave” entitlement. In September 2026, the government confirmed that this new right will take effect from April 2027, giving employees the right to up to two weeks of unpaid leave following a pregnancy loss before 24 weeks. It will apply not only to the person who was pregnant and their partner, but also to the other biological parent, an intended co-parent, and the intended parents in a surrogacy arrangement, with no requirement to provide evidence of the loss. Until it comes into force, the support someone receives still largely depends on their employer. Statutory Sick Pay may also apply in the meantime, where physical symptoms or ongoing mental health impacts prevent someone from working, subject to the normal rules.
What matters most is that the person feels they have enough time and that they aren’t under pressure to return before they’re ready.
How can employers handle time off after a miscarriage well?
The way an employer responds can make a real difference to someone’s experience of returning to work.
Be flexible with the time off: Avoid assuming that everyone will need the same amount of time. Recovery looks different for every person, and someone may not know what they need when they first tell you.
Avoid unnecessary requests for evidence: Miscarriage can happen very early in pregnancy, sometimes before an employee has told anyone at work. Asking for unnecessary documentation can make an already difficult conversation even harder.
Consider a phased return: Returning to a full workload immediately may feel overwhelming. Reduced hours, remote working or a gradual return to normal responsibilities can give someone more space to adjust.
Keep communication open: Let the employee know they can come back to you if they need further support. Grief doesn’t follow a set timetable, and difficult feelings can return unexpectedly.
Ask what they need: Some people will want privacy and minimal contact. Others may want to talk or stay connected with their team. Don’t assume that everyone will respond in the same way.
Why a clear approach to pregnancy loss helps HR teams
Supporting employees after a miscarriage doesn’t have to mean creating a lengthy policy. A simple framework can give both employees and managers a much clearer idea of what happens when someone experiences pregnancy loss.
It could cover what leave is available, who the employee can speak to, how confidentiality will be handled and what a return to work might look like.
This also helps managers. Without clear guidance, they may be worried about saying the wrong thing or unsure how to respond. Having some basic principles in place means they’re not left trying to work everything out during an already sensitive situation.
The IVFN’s guide to creating a fertility policy looks at how employers can develop practical support for fertility and reproductive health, including pregnancy loss.
Give employees the time and support they need
Someone going through a miscarriage doesn’t necessarily need their employer to have all the answers. Often, what matters most is having time to recover, flexibility around their return and the reassurance that they can be honest about what they’re going through.
Getting this right doesn’t require a large budget or a complicated programme. It starts with having a clear approach and making sure managers know how to respond with care and sensitivity.
If you’re reviewing how your organisation supports employees after pregnancy loss, The IVFN’s employer membership and Fertility in the Workplace programme provide practical support around reproductive health in the workplace. Get in touch to find out more.
