Today, the UK Government has confirmed that families in England, Wales and Scotland who experience a miscarriage or pregnancy loss will be legally entitled to time off work.

Sands welcomes this important step forward and the recognition that pregnancy loss is a bereavement. However, we believe the introduction of two weeks' unpaid leave does not go far enough to support parents physically, emotionally and financially after the death of a baby or pregnancy loss.

For too long, bereaved parents whose baby dies before 24 weeks have had little or no legal protection at one of the most devastating times of their lives. While this announcement is a significant milestone, it still represents the minimum level of support that should be available for bereaved parents.

The two weeks of unpaid leave will be available from April 2027, for people affected by pregnancy loss before 24 weeks, including those experiencing termination, IVF embryo transfer loss, and intended parents in surrogacy arrangements. 

Eligibility will extend beyond the woman or person who was pregnant, to include their spouse, civil partner, partner, the other parent/intended co-parent and intended parents in a surrogacy arrangement.

Parents tell Sands that when they are not entitled to paid time off following a loss, they often suffer unnecessarily at work, experience financial hardship, feel unable to grieve in the way they need to, or are forced to rely on annual leave or sick leave. No parent should be forced to return to work before they are ready.

Today’s announcement of leave for parents following earlier losses is an important step in recognising that the death of a baby at any stage of pregnancy is a bereavement. While it is disappointing that it is unpaid it is a first step in ensuring that bereaved parents can get the time they need.

We urge the Government to go further and ensure that all parents whose baby dies are entitled to at least two weeks of paid bereavement leave as is the case in Northern Ireland.

Sadly, we know that in-work poverty is a very real situation for many people in the UK, so for many people unpaid leave is simply not an option. Time to grieve and seek support if you need it should not depend on your income. 

Parents have told Sands that not getting paid time off work after pregnancy loss means they often suffer at work unnecessarily, face financial difficulty, and cannot grieve in the way they need to.

- Clea Harmer, Chief Executive, Sands.

The change is the result of concerted efforts by bereaved parents, Sarah Owen MP and other baby loss charities, including Miscarriage UK who ran their Leave for Every Loss campaign.

This is an important step in recognising pregnancy loss as a bereavement and the profound impact it can have, and we hope will provide a baseline for employers to go further. We still strongly believe bereavement leave should be paid, and we will continue to press for this through our Leave for Every Loss campaign.

We will continue work with Government to ensure the detail and guidance provide meaningful and compassionate support for everyone affected by pregnancy loss.

- Vicki Robinson, Miscarriage UK Chief Executive

Bereaved parents' experiences show why bereavement leave matters

The experiences of bereaved parents who have been supported by Sands, highlights why paid time away from work, and compassionate workplace support to return to their role, can make such a difference.

A bereaved mum from Scotland, who experienced a termination for medical reasons (TFMR) at 22 weeks, told Sands about the impact this had on her, and the positive difference of being given paid time off work.

I went through TFMR at 22 weeks pregnant and was devastated. As my baby was born pre-24 weeks, I had to take sick leave. I felt very guilty for needing time off work and spent a lot of time worrying about needing to return. This was unhelpful for me as I needed to focus on other aspects of my wellbeing.

My employer chose to give me two weeks of paid child bereavement leave to take in the 12 months following my loss despite not being required to due to gestation. This was very validating for me and meant I did not feel guilty taking time off at both my due date and the anniversary of my loss. I felt supported to be off work by my manager and colleagues telling me not to rush back. 

Another bereaved mum from Portsmouth, Hampshire, described the difficulties she experienced after the death of her daughter Amelie.

Amelie passed away on the 5th May. In September I contacted HR and they sent policies about me being on maternity leave, said that my neonatal leave would be acknowledged at the end of maternity leave and said I could not go on sick leave. There was zero compassion and no acknowledgement of our daughter.

The Union had to push for the two week paid bereavement leave. When I returned to work, I gained support from Jo at Sands who gives amazing support to workplaces. However, I then realised that my two week paid bereavement leave had not been acknowledged and I had to explain to the finance team my situation, which was incredibly hard. I still think a lot needs to be done with employment support around baby loss.

Sian from Sleaford, Lincolnshire, whose daughter Honey died following a termination for medical reasons (TFMR), said financial worries added to the burden of grief.

My work understood I needed to be off and to be off until I was ready to come back. However, as a company, knowing that I would have only got an ounce of support if I was to lose my daughter at 24 weeks pregnant is heartbreaking to think about.

Some women have to go straight back to work without any leave or pay at all. It's not fair that women are expected to go back to normality when many don't understand the trauma that individual has just had to go through.

If I could have had longer off, I would have, but even two weeks with full pay would be a start. To be off for so long when you're trying to grieve and heal is difficult as in the back of your mind you still have concerns about the bills you need to pay and the food you need to buy.

Bereavement leave after pregnancy loss strengthens existing parents’ rights

Since 2021 in England, Scotland and Wales and 2022 in Northern Ireland, families who experience a stillbirth, when a baby dies before or during birth after 24 weeks of pregnancy, or the death of a child before the age of 18 may be entitled to two weeks of paid leave from work.

In Northern Ireland, this was extended in April 2026 to families who experience a miscarriage or pregnancy loss before 24-weeks gestation.

Sands is here to support anyone affected by pregnancy loss or the death of a baby, however recently or longer ago, wherever they are in the UK for as long as they need this.

Sands here to support employers to create compassionate workplaces

Sands works with organisations across the UK to help them understand the realities of pregnancy and baby loss and create more compassionate workplaces.

While changes to legislation are welcome, employers do not need to wait for legal requirements to improve support for staff affected by pregnancy loss or the death of a baby.

Compassionate policies, paid bereavement leave, supportive line managers, regular communication and flexible return-to-work arrangements can all make a significant difference to bereaved parents and their families.

We encourage all employers to go further and consider what support they can offer bereaved parents beyond the legal minimum. Sands offers training that helps employers understand the reality of baby loss and the difference meaningful support can make. And we are here to support everyone touched by pregnancy or baby loss for as long as they need.

- Clea Harmer, Chief Executive, Sands

Our specialist training helps employers, managers and HR professionals understand the impact of baby loss, respond appropriately to bereaved employees, navigate changes in legislation and develop policies that go beyond the legal minimum.

Lucy from Salisbury, Wiltshire, spoke about the positive impact three weeks paid bereavement leave from the Army had for her and her wife Lydia following miscarriage.

I'm lucky that the Army have been really supportive following our losses. After our first miscarriage I sent a message to work that just said, 'It's bad news. I'm more than happy to take my own time off,' but I got a message back saying, 'We're not expecting you in. Don't come in for the next three weeks and whatever you need, we're here for you.'

The Army didn't have to give me that time off, but it was a nice thing for them to do because we had to go to appointments and my wife Lydia and I were just so sad. Lydia was also given fully paid bereavement leave for two weeks from the headteacher at Salisbury sixth-form college.

If our leave had been unpaid, we would have both struggled financially. Having that time off work allowed us a safe space to grieve which was so important.

Get in touch about Sands bereavement in the workplace training  

Organisations can integrate Sands' Bereavement in the Workplace e-learning module directly into their existing learning management system. Or one of our specialist trainers could deliver a live training session.

Sands training has been developed by bereavement specialists and helps create more compassionate workplace cultures.

The training equips managers and teams with practical skills to support employees affected by pregnancy or baby loss.

Find out more about Sands' bereavement leave and workplace support training or contact training@sands.org.uk to find the right training for your organisation.