Invisible Grief, Visible Change: Tackling Baby Loss in the Workplace

Trigger warning: discussion of miscarriage and baby loss

This blog explores themes of miscarriage and baby loss, including emotional and physical experiences of grief. If this is something you’ve experienced, please take care while reading -and engage only if and when you feel ready. Support is available through organisations such as Tommy’s, Sands, and The Miscarriage Association.

In 2025, baby loss remains a deeply taboo subject. Cultural, societal, and personal factors often leave women feeling isolated, ashamed, and unable to talk about what they’ve been through.

The stigma surrounding miscarriage and baby loss is fuelled by outdated beliefs and harmful stereotypes that discourage open conversations. As a result, many people struggle in silence, unable to access the support they need - including at work.

Unlike stillbirths, neonatal and infant deaths, or Sudden Unexpected Infant Death (SUID), miscarriages are not officially recorded in the UK. Yet it’s estimated that around 15% of pregnancies end in miscarriage — defined as the loss of a pregnancy before 24 weeks.

From personal experience, miscarriage is often a hidden loss. It tends to happen early in pregnancy, before an announcement has even been made. That silence can make it harder to talk about. We tell ourselves it’s “not a big deal” because it happened at six, nine, or fourteen weeks.

We downplay our grief to avoid making others uncomfortable. So instead, we keep quiet - carrying the trauma and mourning privately. But it doesn’t go away. It lingers, surfacing in unexpected ways or small triggers that bring emotions flooding back.

Talking about miscarriage can also feel risky. We worry about upsetting others who have faced loss, or about being judged for how we cope. But despite the discomfort, many women — and men — are desperate for understanding and support, especially from their employers.

We spend an average of 40 hours a week at work. That’s a significant portion of our lives. The workplace must become part of the support system — not another space where silence prevails.

Understanding the Gap

Did you know that employees are legally entitled to maternity or paternity leave if a pregnancy ends after 24 weeks? They may also qualify for Parental Bereavement Leave, which provides up to two weeks of paid leave following the death of a child under 18.

However, when a pregnancy ends before 24 weeks — through miscarriage — there are currently no specific statutory rights. Support in these cases is left entirely to the employer’s discretion.

That’s where organisational culture and leadership make all the difference.

Baby Loss Support: What Employers Can Do

1. Establish a Comprehensive Baby Loss Policy

In March 2024, NHS England published the National Pregnancy and Baby Loss People Policy Framework, inspired by a pioneering support package developed at Birmingham Women’s and Children’s NHS Foundation Trust.

A growing number of employers are now adopting baby loss policies that go beyond statutory requirements, offering compassion and flexibility no matter when the loss occurs.

Effective policies might include:

• Paid compassionate leave: Offering paid leave for early pregnancy losses helps employees recover without financial pressure.

• Return-to-work flexibility: Phased returns or temporary adjustments in hours give people space for emotional and physical healing.

• Bereavement training for managers: Equipping managers with the tools and language to handle sensitive conversations with care.

2. Provide Emotional and Practical Support

Legal rights are only part of the picture. Emotional and mental health support is essential. Employers can foster a culture of care through:

• Employee Assistance Programmes (EAPs): Actively promote access to counselling and wellbeing support following a loss.

• Peer support groups: Create spaces - formal or informal - for employees to share experiences, especially during Baby Loss Awareness Week each October.

• Acknowledgement and empathy: Recognise baby loss as a legitimate workplace wellbeing concern. Sometimes, a simple “I’m sorry” or “take all the time you need” can make a world of difference.

• Shared remembrance: Encourage participation in initiatives like the Wave of Light on October 15th - where people light a candle in memory. These collective acts of remembrance can foster solidarity and healing.

3. Promote Open Conversations and Awareness

Baby loss remains one of the least discussed forms of bereavement. Employers can play a transformative role in changing that.

• Awareness campaigns: Participate in Baby Loss Awareness Week by sharing resources and stories that help normalise conversation.

• Training and education: Offer guidance to staff and managers on how to respond sensitively to colleagues experiencing loss. Compassionate communication builds trust and confidence across teams.

4. Acknowledge the Impact on Fathers and Partners

Fathers and partners are often overlooked in discussions about baby loss. While they may not experience the physical loss, they are emotionally invested from the start.

Grief doesn’t discriminate, yet support often does. Your baby loss policy should explicitly include fathers and partners, ensuring they are recognised and supported too.

From Silence to Support

Change begins with conversation. And while these conversations can be difficult, when they are approached with empathy, honesty, and care, they bring us closer to a culture where baby loss is no longer hidden or minimised.

By taking proactive steps - through compassionate policies, thoughtful leadership, and open dialogue - employers can help transform invisible grief into visible change.

Supporting those who experience baby loss isn’t just about compassion; it’s about inclusion, belonging, and living out the values that make organisations truly human.

Don’t miss out on our latest Blogs; sign up for our e-newsletter to receive monthly resources, tips, tools and our latest news here.