Around one in 10 women who experience pregnancy loss or baby loss leave their job because they feel inadequately supported by their employer, while almost a third consider resigning altogether, according to new research.
The findings raise concerns about how workplaces respond to miscarriage, stillbirth and neonatal loss, with many employees reporting inconsistent support, a lack of clear policies and insufficient workplace adjustments during one of the most difficult periods of their lives.
The report, published by pregnancy and baby loss charity Tommy’s, found that gaps in employer support continued well beyond pregnancy loss, with many parents also struggling when they returned to work after maternity leave.
Workplace support often falls short
Among respondents who experienced pregnancy loss or baby loss while in employment, 29 percent said they had considered leaving their job afterwards and 9 percent ultimately resigned.
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Although almost nine in 10 respondents (89 percent) told someone at work about their loss, only one in four informed their HR department. Around one in 20 said they told no one because they feared it could affect their career.
Support also varied considerably. More than half (51 percent) said they would have liked adjustments to their workload following their loss, yet only 24 percent were offered them.
The report also found that almost a third of respondents believed their employer had no relevant workplace policies, although in some cases policies may have existed without employees being aware of them.
Returning to work remains difficult
The research suggests that challenges continue after employees return from maternity leave.
While two-thirds (66 percent) of respondents said they felt well supported during pregnancy, that figure fell to 46 percent after they returned to work following the birth of their baby. More than half (52 percent) said their mental wellbeing worsened after returning to work, while just 2 percent reported experiencing no challenges at all.
The report also found that only 3 percent of respondents said their organisation provided any form of training relating to pregnancy loss or baby loss.
Policies need to go beyond goodwill
Kath Abrahams, chief executive of Tommy’s, said many managers demonstrated genuine compassion but organisations often lacked the policies and processes needed to provide consistent support.
“This report shows that while many organisations have strong foundations in place with managers often demonstrating genuine care, empathy, and a clear desire to help, goodwill and kindness alone are simply not enough.
“We need employers to recognise and address gaps in their approach to pregnancy and loss so that everyone can benefit from consistent, fit-for-purpose workplace support around one of life’s most defining moments.”
Tommy’s urged employers to strengthen support by introducing clear workplace policies, training managers to deal confidently with pregnancy loss, offering flexible adjustments where needed, encouraging open conversations and making specialist support services easier to access.
The charity said these measures could help create more consistent workplace experiences for employees navigating pregnancy, baby loss and the transition back to work after having a child.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
