Workplace Pregnancy Loss Training

The Parental Bereavement Leave and Pay Act (George's Law), which came into force on 6 April 2020, entitles eligible employees to two weeks of statutory leave following the death or loss of a child before 24 weeks of pregnancy, at any point during the first 28 days after birth, or within the first 14 days after stillbirth. Employees are also entitled to statutory bereavement payment during this leave. Eligibility requires 26 weeks of continuous employment. Organisations can offer more generous terms and should communicate this clearly.

Approximately one in four pregnancies ends in loss before 24 weeks, and stillbirth occurs in approximately 1 in 200 pregnancies in the UK. Yet pregnancy loss remains largely invisible in many workplaces. Colleagues who experience loss are often expected to return to work quickly, return calls to clients, or carry on as normal. The grief is invisible, the loss is not publicly acknowledged, and individuals navigate it alone. This is why training matters: it brings the issue into the open and equips workplaces to respond appropriately.

A comprehensive policy should go beyond statutory leave. Include discretion for flexible return to work, bereavement counselling or support services, options to maintain confidentiality or disclose widely as the person prefers, arrangements for managing workload before leave, and recognition that grief is individual and non-linear. The policy should also cover how colleagues and managers should respond. This training includes a template policy and implementation guidance so chambers can create a policy that reflects their values and supports those affected.

Say something genuine and brief: "I'm so sorry for your loss" or "I'm thinking of you." Do not say "at least you can have children later," "it wasn't meant to be," or "you'll get over it." Do not offer unsolicited medical advice. Instead, ask what the person needs and offer specific help: "Can I take some of your cases this week?" or "Would you like to talk?" Acknowledge their loss in front of others if they are comfortable, as this validates their grief rather than making them hide it. This training covers practical language and boundaries across different workplace relationships.

Yes. Pregnancy loss affects a significant proportion of the workforce across gender, age, and background. A chambers or organisation that acknowledges loss, provides time and support to those affected, and creates space for grief demonstrates genuinely inclusive working practice. It shows members and staff that they are valued as whole people, not just practitioners, and that their wellbeing matters. This builds loyalty, morale, and retention. It also supports legal compliance with employment law and the BSB Handbook's expectations of supportive working environments.

Start with training so everyone understands the issue and its impact. Adopt a clear Baby Loss Policy and communicate it to all staff. Normalise conversations about pregnancy loss by acknowledging it at team level (mentioning the campaign or policy in meetings). Make sure managers are equipped to respond sensitively and consistently. Create opportunities for affected colleagues to disclose and access support without shame. Over time, this builds a culture where loss is treated with the same seriousness as other significant life events. Chambers that do this demonstrate they are truly inclusive and supportive places to work.