We’ve gone pink and blue to support Baby Loss Awareness Week.
The aim is to raise more awareness of pregnancy and bay loss including the impact it has on individuals and families, provide support to anyone affected through bereavement, work alongside health professionals and services and reduce preventable deaths.
This article aims to educate employers on how they can support employees who have suffered baby loss, and detail what can be done to support the employee.
It is estimated that in the UK 1 in 4 pregnancies ends in loss, and that 1 in 200 pregnancies ends in stillbirth.
Studies led by Imperial Scientists estimated that 1 in 5 women who experience a miscarriage will go on to have long term post-traumatic stress and experience a serious impact on their mental health.
Further studies by Tommy’s National Centre for Miscarriage Research found that miscarriage will have a profound psychological effect on both parents. It was found that miscarriage almost quadrupled the risk of suicide, doubled the risk of depression, and similarly raised the risk of anxiety.
Miscarriage and baby loss impacts not just expectant mothers, but their partners and entire families too.
Tommy’s estimates in the UK the combined cost to the NHS and the lost productivity to companies is at least £471 million a year, but thinks it could be as much as £1billion a year.
After loss, it is likely that an employee will need time of to recover both mentally and physically. Even at the earliest stages of pregnancy, women and their partners often feel a real connection to their baby, and will grieve for this baby and for the future they had imagined.
Any time off following a pregnancy for the expectant mother will be protected under the Equality Act 2010. Should an employer treat a mother less favourably for taking time off, they could find themselves at a costly Employment Tribunal.
Partners and family members may also need time off to grieve. If you as a company offer any bereavement leave this should be offered to the employee. Alternatively the employee may have to take time off on sick leave.
If an expectant mother loses her baby after the 24th week of pregnancy, then she will still be entitled to her full maternity leave and pay. Partners may also be eligible for paternity leave and pay.
Again, if a baby is lost after the 24th week of pregnancy, then parents and their partners will be entitled to Parental Bereavement Leave. This is a period of two weeks paid leave. This leave can be taken in addition to maternity and paternity leave and should be taken once the maternity leave or paternity leave period ends.
If an expectant mother loses her baby before the 24th week of pregnancy, then any time off would more than likely be as sick leave. If company sick pay is not available, this will be paid at Statutory Sick Pay.
Again, if as a Company you offer Bereavement Leave, you can offer this to any grieving employee effected.
It is vital that as a company you acknowledge the impact that losing a baby can have on an employee. Below are some examples of things you can say to an employee who has experienced baby loss:
If the employee is happy for their colleagues to know about their loss, you may want to arrange to have flowers sent to the employee.
Returning to work after baby loss can be overwhelming.
It could be that an employee needs a phased return to work to ease them back into day to day work life. Talk to the employee about how you can support them and if you can offer any reasonable adjustments to help them return to work.
If the employee is happy for their colleagues to be aware of their loss, send an email to colleagues before the employee returns. You may want to ask if the employee wishes to draft it themselves.
Be mindful that there is no set time that an employee will need to recover and grieve, and each employee should be treated as an individual.
Better understand baby loss, the impact on your employees and demonstrate you are fully aware of this emotional and difficult time with a Baby Loss and Miscarriage Policy for Employers. Contact us on 01254 947829 for a free copy.
Employers and managers can seek advice and guidance from many different charities including The Miscarriage Association about how to support an employee who has lost a baby.
You can also read more articles and join a range of events and support by visiting the https://babyloss-awareness.org website
If your company offers an EAP scheme, then direct any effected employees to this support.
