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An Imperial College London study into the psychological
impact of early-stage pregnancy loss has called for
more support for individuals who have experienced such
trauma. Little to no protections, either for women or their
partners, are afforded by current employment law. How
can employers adapt to be more sensitive to the needs
of expecting parents and those who’ve miscarried?
And is it time for policy reform?
Clare Foster,
freelance project
worker, Miscarriage
Association
Early pregnancy loss affects
people in different ways.
For some it may be part of what causes a
mental health problem – or makes one
worse. Both women and their partners can
be affected.
Flexibility is important – we encourage
managers to have sensitive conversations
about their employee’s needs during
their loss and in the following weeks
and months.
Many women need time off to recover
physically and emotionally. This sick leave
is ‘pregnancy protected’ and women
should not be subject to stressful
disciplinary procedures on their return.
Everyone needs clear information on
rights and responsibilities – ideally within
a miscarriage policy. Awareness-raising
can help prevent insensitive comments.
The Miscarriage Association provides
information and support. We are currently
creating an online hub for employers
and employees.
Allyson Zimmermann,
executive director
EMEA, Catalyst
People are not robots and
they cannot switch off their
feelings and emotions when
they walk into their workplace. Loss is
painful and allowing people the time and
space to grieve is essential. If a company’s
bereavement policies do not include
compassionate leave for pregnancy loss
perhaps this should be re-evaluated.
Some organisations have created
‘mentor circles’ to allow employees to
T he study, which is the largest of its kind into
the psychological i mpact of early-stage
pregnancy loss, determined that women need
more sensitive and specific care after
miscar riage or ectopic pregnancy
Evening Standard, 15 January
One in four pregnancies ends in miscarriage.
Many women will have multiple miscarriages, each
one meaning the next pregnancy is more likely to
end the same way. More often than not we never
find out why it happened. “It’s just one of those
things” is some, but little, comfort
access support from a group that has
been through similar experiences. This
gives those who have suffered loss the
opportunity to access a network of people
who have gone through similar traumas
and who can offer a safe space to share
their feelings at work if needed.
Let’s create a more compassionate
and humane workplace. No-one forgets
how a company treated them during a
hard time.
Hannah Mahon,
partner, GQ | Littler
Miscarriage before the 24th
week of pregnancy is not
legally considered
‘childbirth’, meaning
employees have no rights to leave or pay
under maternity legislation.
However, an employee is protected from
discrimination. Often this will be
pregnancy/maternity discrimination. The
employee is protected from unfavourable
treatment until two weeks after the
pregnancy ends. Beyond this period
employers are potentially at risk of sex or
disability discrimination claims.
Unfortunately proposed reforms such as
the Employment Bill, neonatal leave and
parental bereavement leave do not directly
enhance protection here.
Employers should be sensitive. Absence
following miscarriage should be treated in
the same way as pregnancy-related
sickness, and leniency should be used
when applying absence management
policies. Employers can also address this
in compassionate leave policies and/or
offer additional leave (paid or unpaid).
If an employee’s partner suffers early
miscarriage they may be entitled to
unpaid leave as a dependent.
The New Statesman, 16 January
Tom Bourne,
professor of practice
(gynaecology),
Imperial College
London
Our paper shows 20%
will have post-traumatic stress almost a
year after a miscarriage so employers
should be aware of the symptoms of PTSD
and be alert to these in women after
miscarriage. Post-traumatic stress requires
specific treatment and women should be
given time for this, while employers may
consider helping financially to provide it.
In the event of stillbirth women can
claim maternity leave but for miscarriage
this is not the case. This ‘all or nothing’
approach is unreasonable given that our
work shows losing a baby is hugely
traumatic irrespective of gestation.
The law should be changed to allow
time for women to receive treatment and
come to terms with their loss.
Danny Mortimer,
chief executive,
NHS Employers
Specific clinical services are
needed to support women
who have PTSD as a result
of early-stage pregnancy loss, but
employers also have a role in supporting
the mental wellbeing of their people.
Line managers in particular play a key
role in providing support to their teams,
and in developing a positive culture that
enables people to open up to them. It is
important that managers are able to act
when they know someone is struggling,
and can signpost team members to the
support the organisation provides.
Access to comprehensive occupational
health is particularly important. HR
10 HR February 2020 hrmagazine.co.uk
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