How Companies Can Support Employees Experiencing Pregnancy and Infant Loss
The Hidden Struggle: Pregnancy and Infant Loss in the Workplace
Pregnancy and infant loss are far more common than many realize. Approximately 1 in 4 pregnancies end in miscarriage, while stillbirth affects about 1 in 160 births1. These statistics underscore the importance of addressing this issue in the workplace, as many employees may be silently struggling with grief and trauma.
The Emotional Toll on Employees
The impact of pregnancy or infant loss extends far beyond the immediate physical recovery. Employees may experience:
- Profound grief and depression
- Anxiety and panic attacks
- Difficulty concentrating on work tasks
- Strained relationships with colleagues
These emotional challenges can significantly affect an employee’s performance and overall well-being, making it crucial for employers to provide adequate support.
Miscarriages, stillbirths, and infant deaths are devastating experiences that far too many employees face. Yet, these profound losses are often shrouded in silence, leaving grieving individuals to navigate their grief alone.
As Yasmin de Nardo from KPMG shared in a recent Inclusive Career Conversations podcast, “No one talks about it. No one tells you that it’s literally like happening all over again” when dealing with the physical and emotional aftermath of a miscarriage.
The Emotional Toll of Pregnancy Loss Yasmin’s story underscores the immense pain and trauma that can accompany pregnancy loss. She described the experience as “hideous” and “awful,” recounting how she was left to “go home and sit with my baby inside of me” over a weekend.
The grief was compounded by the insensitive treatment she received at the clinic, where the technician delivered the news in a matter of fact way. The physical recovery process was also grueling, with Yasmin experiencing heavy bleeding that left her feeling “like I can’t go into the office the next couple of days.” She emphasised that “no one told me it was going to be that bad” – a sentiment that many women who have gone through pregnancy loss can likely relate to.
Creating a Culture of Compassion In the face of such profound loss, Yasmin was fortunate to have the support of her employer, KPMG. She praised her “male bosses” who were “unreal” in their understanding and lack of pressure for her to return to work before she was ready. “My boss was like, Yasmin, there is no pressure from me to come back to work or you’ve got to take as long as you need.” This type of empathetic leadership is crucial, as Yasmin noted that many companies may simply expect employees to “come straight back to work” after a miscarriage. Instead, she was able to work from home for the first week, prioritising her physical and emotional wellbeing.
Fostering a Culture of Compassion
Open Dialogue: Encourage conversations about fertility and pregnancy loss to reduce stigma. This can be achieved through:
- Employee resource groups
- Awareness campaigns
- Leadership sharing personal experiences
Inclusive Language: Use terms like “pregnancy loss” instead of “failed pregnancy” to avoid blame and shame 2.
Implementing Supportive Policies
Developing inclusive policies demonstrates a company’s commitment to supporting employees through difficult times. Consider:
- Bereavement leave specifically for pregnancy and infant loss
- Flexible work arrangements during the recovery period
- Access to counseling services through employee assistance programs
Equipping Managers with Empathy
Managers play a crucial role in supporting grieving employees. Provide training on:
- Recognizing signs of grief
- Having sensitive conversations
- Directing employees to appropriate resources
Success Stories: Companies Making a Difference
Many organisations are leading the way in supporting employees through pregnancy and infant loss.For instance creating a pregnancy loss policy that includes paid leave, counseling, and flexible working options for affected employees is what more companies are implements.
By implementing compassionate policies and fostering an open, supportive culture, companies can make a significant difference in the lives of employees experiencing pregnancy or infant loss. This not only helps retain valuable talent but also demonstrates a commitment to employee well-being that can enhance overall workplace satisfaction and productivity.
Fostering an Inclusive Workplaces
Fostering an Inclusive Workplace Beyond immediate support, Yasmin emphasised the importance of creating a workplace culture where pregnancy loss is openly discussed and grieving employees feel comfortable sharing their experiences. She has been “very open about it” with colleagues, finding that many others have their own stories to share once the conversation is initiated.
By normalising these discussions, companies can demonstrate their commitment to supporting the whole employee, not just their professional contributions. This, in turn, can help retain valuable talent and build a more resilient, empathetic workforce.
Here are some key steps companies can take to support employees coping with pregnancy and infant loss:
- Offer flexible work arrangements and generous bereavement leave policies.
- Provide access to counseling, therapy, and support groups, either through the company or by connecting employees to external resources.
- Train managers on how to have sensitive conversations and respond with empathy when an employee experiences a loss.
- Foster an inclusive culture where pregnancy, fertility challenges, and baby loss are openly discussed and destigmatized.
- Ensure benefits and policies are inclusive of all family structures and reproductive experiences.
Pregnancy and infant loss are deeply personal experiences that no employee should have to navigate alone. By prioritising compassion and creating a supportive work environment, companies can make a meaningful difference in the lives of grieving employees. As Yasmin eloquently stated, “I believe that talking about stuff makes a difference.” It’s time for more organisations to heed this call and lead the way in supporting employees through the unimaginable.