Free pregnancy loss workplace toolkit
Three practical resources to help you review your current workplace support, prepare for bereavement leave changes and give managers clearer guidance when someone experiences pregnancy loss.
From April 2027, employees who experience pregnancy loss before 24 weeks, along with eligible partners and intended parents, will be entitled to up to two weeks’ unpaid bereavement leave.
The legal change is an important reason to review your approach – but preparing well means looking beyond the wording of a policy.
This toolkit brings together resources to help you look at what happens in practice too: what support employees can expect, whether managers know how to respond, and where there may still be gaps.
Your toolkit includes
Pregnancy Loss Policy template
A customisable policy template with guidance notes to help you decide what your organisation will offer. It covers areas including leave and pay, confidentiality, returning to work and internal and external sources of support. The template is based on Miscarriage UK’s best practice recommendations and goes beyond the statutory minimum.
Pregnancy Loss and the Workplace Checklist
A one-page checklist to review your policy, how it works in practice and the wider culture around pregnancy loss – including manager awareness, employee information, return-to-work support and training.
Quick guide for managers
Straightforward advice on supporting someone affected by pregnancy loss, including what to say, what not to say, confidentiality, reasonable adjustments and returning to work.
Complete the form below and we’ll email the toolkit to you.
Want help putting this toolkit into practice?
Our workplace training and consultancy packages start from £750.
We can help you develop or review your pregnancy loss policy, train staff, managers and HR teams, and prepare your organisation for the new bereavement leave rights coming into force in April 2027. Training covers areas including employee entitlements, difficult conversations, supporting someone during leave and helping them return to work.
If you’d like to talk through what your organisation already has in place and where additional support would be useful, our workplace team would be happy to hear from you.
