Most workplaces have employees who have been, or may be, affected by miscarriage, stillbirth or infertility. Receiving compassion and support at work can make a real difference and it is vital that we create an environment where people who are dealing with miscarriage, stillbirth and infertility, including partners and family members, are supported.
Sickness absence after a miscarriage is protected and formally recorded as ‘pregnancy-related’ sickness.
There is no time limit on sickness absence after a miscarriage. If a GP has certified the sickness, this applies for as long as the sick leave lasts. You will be entitled to any sick pay/leave you are usually entitled to.
If you are not the individual who has experienced the physical loss (for example you might be the partner, grandparent or the intended parent in a surrogacy arrangement) but you need to take time off work following the loss, compassionate or special leave is available.
If you have had a stillbirth and this occurs after the 24th week of pregnancy you will be entitled to maternity leave and pay. If you are the partner of someone who has had a stillbirth you are also entitled to paternity leave and pay.
The University offers up to nine days paid leave (pro rata for part-time staff) in any 12-month period for fertility treatment. These days may be taken as a block of nine days or separately as necessary. Should you wish to take time off work to support your partner undergoing fertility treatment you can take up to nine days paid leave (pro rata for part time staff) in a 12-month period.
Make sure you are aware of the Miscarriage, Stillbirth and Infertility Manager Guidance (.pdf). Taking time to understand how a member of your team may be affected by miscarriage, stillbirth or infertility is very important. Providing personalised support and exploring together ways of alleviating any stress at work are effective ways of providing support.