& Paid Leave
Implementation of a clear and inclusive pregnancy loss policy or formal guidance note that includes access to paid leave. The policy should explicitly recognise current statutory guidance and protections, the needs of partners and outline available leave, pay and sources of support (e.g., EAP, counselling and charities). Policies must be reviewed and monitored annually to comply with legislative changes.
Support Contact
Identify a visible point of contact (e.g. HR, wellbeing lead, ambassador/mental health first aider or designated manager) for anyone seeking guidance or support for pregnancy loss.
Awareness Training
Deliver annual pregnancy loss training for HR, managers and colleagues to build understanding of pregnancy loss and its impact, whilst fostering a culture where employees feel able to disclose and speak openly about miscarriage. You can view our training packages here.
Support Guidance
Ensure managers have ongoing access to practical guidance. This may include written guidance for HR and line managers on signposting to external resources, and advice on having sensitive conversations and handling requests for leave. (Our manager guidance can be found here).
Work Support
Provide flexible, person-centred support for affected employees returning to work. This could include reasonable adjustments (e.g., phased returns, temporary changes to duties, flexible working arrangements and wellbeing check-ins), or simply responding sensitively to individual circumstances.
*Please note: While the Pregnancy Loss Pledge is an important way of showing commitment to supporting staff experiencing pregnancy loss, it is not a formal accreditation, and so organisations that take the Pledge are expected to hold themselves to account on the Pledge principles above.
Next steps
To register your interest and take the Pregnancy Loss Pledge for your company or organisation, fill out this contact form:
Once we receive your details, we will be in touch with further details and assets to help you share your commitment to the pledge on your website and/or social media channels.
Please note that there is a registration and annual renewal fee.
As a Pledge signatory, you’ll receive:
- Pregnancy Loss Pledge badge to display and standards sent
- Pregnancy Loss Policy template
- Baby Loss Awareness Week resources (sent every October)
Access to the pledge is £99 per year.
“Signing the Pledge means NHS Scotland and colleagues can be assured that we will do everything we can to support them and their families at this difficult time.”
“Signing the Pregnancy Loss Pledge reflects our commitment to an inclusive workplace, where colleagues affected by pregnancy loss are supported with compassion and understanding, guided by our partnership with Miscarriage UK.”
Birmingham Women & Children’s Hospital Foundation Trust
“At Birmingham Women’s and Children’s, we believe nobody should have to hide their grief or navigate pregnancy loss alone.
We’re proud to lead the way in the NHS with compassionate, practical support, including paid leave and flexibility.
Re-signing the Pregnancy Loss Pledge reinforces our commitment, breaking the silence around pregnancy loss, creating workplaces where people feel safe to talk and supported when they need it most.”
Magara Law
“At Magara Law, we signed the Pregnancy Loss Pledge because behind every pregnancy loss is a real person, a real family and a real story.
Grief doesn’t simply disappear when someone returns to work, and taking time to grieve shouldn’t come at the cost of financial stability or job security.
The Pledge is our commitment to creating a workplace where people are met with compassion, understanding and practical support when they need it most.”
Lacoste UK & Ireland
“Lacoste UK & Ireland is proud to have signed the Pregnancy Loss Pledge as part of our commitment to supporting colleagues through some of life’s most difficult experiences.
Our commitment goes beyond the pledge itself. For the past two years, we’ve offered colleagues affected by pregnancy loss, including partners, up to two weeks’ paid leave at full pay, alongside dedicated policy and guidance.
We want everyone to feel supported, treated with compassion and given the time they need, without additional financial worry.”
