Supporting Employees After Miscarriage

Miscarriage is one of those subjects that people instinctively shy away from. It’s deeply personal, emotionally complex, and surrounded by uncertainty about what’s “appropriate” to say or do. Yet miscarriage is far more common than most realise. According to the NHS, one in eight pregnancies end in miscarriage, often before a person even knows they’re pregnant. Despite this, it remains one of the last taboos in the modern workplace.

Behind those statistics are colleagues, managers, and business owners quietly carrying grief that most people never see. For those who experience it, miscarriage can be physically painful, emotionally devastating, and mentally exhausting. And for those around them, particularly managers who may never have faced anything similar, it can be genuinely difficult to know how to respond.

What to Say (and What Not to Say)

I’ve heard many leaders say, “I just didn’t know what to say, so I said nothing.” While that’s understandable, silence can sometimes feel like indifference. What employees need most in that moment isn’t a perfectly worded message, it’s humanity. A simple “I’m so sorry” or “I can’t imagine how hard this must be for you” can go a long way.

What you shouldn’t do is try to minimise the loss. Comments like “at least you can try again” or “it wasn’t meant to be” may be intended to comfort, but they often have the opposite effect. They can make the person feel their grief isn’t valid or that they should simply move on. Grief doesn’t follow logic, and it doesn’t stick to a timeline.

The Legal Context and Future Changes

From an HR perspective, miscarriage in the workplace isn’t about compliance, it’s about compassion. Yes, it’s important to understand the legal context. Currently, miscarriage (defined as a pregnancy loss before 24 weeks) doesn’t attract the same statutory rights as a stillbirth.

“Jack’s Law,” introduced in 2020, provides bereavement leave for parents who lose a baby after 24 weeks or a child under 18, but those protections don’t yet cover pregnancy loss before that point. However, under the forthcoming Employment Rights Bill, a new right to one week of unpaid statutory leave for pregnancy loss is expected to take effect in 2027.

Empathy and Flexibility Matter

Until then, there’s no automatic right to time off after a miscarriage — meaning employers need to rely on empathy and flexibility. For smaller businesses, this is an opportunity to go beyond what’s legally required and show what kind of employer you truly are.

Offering paid compassionate leave, reduced workloads, or a phased return to work can demonstrate genuine care and build lasting trust.

Recognising the Impact on Partners

What often gets overlooked is how miscarriage can affect partners too. They may not have experienced the physical loss, but emotionally, they’re grieving as well, often while trying to support their loved one. Employers who recognise that partners may also need time or flexibility send a powerful message about their values.

Managing the Return to Work

When it comes to managing the return to work, there’s no single approach that fits everyone. Some people prefer to keep their experience private; others may want colleagues to know. Some may find work a welcome distraction; others may struggle to focus.

The most important thing is to offer choice — and that starts with a private, sensitive conversation. Ask how they’d like the situation handled, what level of information they’re comfortable sharing, and how you can best support them.

Training Managers to Respond with Compassion

For line managers, training in how to handle these conversations can make a world of difference. It’s not about turning managers into counsellors; it’s about giving them the confidence to respond with empathy and understanding. Simply checking in, listening, and offering small adjustments can help someone feel seen and supported.

Building a Compassionate Workplace Culture

Culturally, miscarriage in the workplace needs to be brought out of the shadows. When businesses create an environment where people feel safe to share what they’re going through, it helps reduce stigma and builds psychological safety across the organisation.

People notice how a company treats others in their most vulnerable moments — and that, in turn, shapes how valued and loyal they feel.

Legal Duties and the Equality Act

It’s also worth remembering that in some cases, the emotional or physical effects of miscarriage can amount to a disability under the Equality Act 2010, particularly if they have a long-term impact on mental health. Employers have a duty to make reasonable adjustments and to avoid discrimination related to pregnancy or sex. But beyond the legal obligations, responding with care is simply the right thing to do.

Creating a Culture of Care

Miscarriage isn’t something that can be solved or neatly contained in a policy. It’s an experience that requires empathy, space, and understanding. As a business owner, you don’t need to have the perfect words or the perfect process, but you do need to be present, kind, and willing to listen.

By handling miscarriage in the workplace with compassion and respect, you create more than a supportive policy; you create a culture where people know they matter, not just for the work they do, but for who they are.

If you or someone in your team has been affected by miscarriage, help and support are available from Tommy’s, Sands, and Mind.

How HR:4UK Can Help

At HR:4UK, we understand that situations like these can be incredibly difficult for both employers and employees. Knowing what to say, how to handle time off, and how to manage the return to work takes sensitivity, confidence, and the right guidance.

Our experienced HR consultants can help you navigate these conversations, develop compassionate policies, and support your managers in responding appropriately when the unexpected happens.

If you’d like confidential advice or practical HR support, please get in touch — we’re here to help you take care of your people.