Pregnancy Loss (under 24 weeks) in Workplaces: Informing policymakers on support mechanisms: Informing policymakers on support mechanisms

The PLACES Project - Pregnancy Loss in Workplaces: Informing policymakers on
support mechanisms - was funded by the Department of Children, Equality,
Disability, Integration and Youth, and conducted by researchers from University
College Cork and University of Galway between September 2022 and September
2023. The aim of this project was to examine the workplace experiences of
pregnancy loss before 24 weeks gestation, and to identify relevant needed
supports.
Background
Pregnancy loss affects approximately one in every four pregnancies, most often
before 12 completed weeks of pregnancy. Pregnancy loss at any gestation can
have physical impacts on the pregnant woman, and emotional and social impacts
on the woman and her partner. Most women of reproductive age are in paid
employment; as such, workplaces are an important context to consider in
pregnancy loss experiences. In the Republic of Ireland, women are entitled to
maternity leave of six months duration if they experience a stillbirth after 24
weeks of pregnancy. There is no statutory leave entitlement for pregnancy loss
before this time.
Methods
This project drew on a number of methods to gain a broad and deep
understanding of workplace experiences of pregnancy loss. This included a search
for relevant research; a review of international statutory leave for pregnancy loss; a sample of pregnancy loss policies across companies in the Republic of Ireland; a
national mixed-method survey with 913 participants’ responses included; and a
qualitative interview study with 13 participants.
Key findings
There is a significant gap between the needs of individuals who experience
pregnancy loss and the supports available to them in workplaces. This has an
impact on the wellbeing of individuals, their physical and emotional recovery
from pregnancy loss, and their return to work.

Most women across high-income countries, including the Republic of Ireland, are
without leave entitlements or legal protection which would enable them to take
sufficient leave from work following a pregnancy loss. Women who experience
termination of pregnancy, or partners of the woman experiencing the loss, are
even less likely to be entitled to time off work. As such, most individuals rely on
sick leave or other general leave entitlements to take time off work.
Some individual companies or countries across the world provide leave
specifically for early pregnancy loss. Among these policies, there is huge variation
regarding who is eligible for this leave, or how long this leave from work is.
Our findings suggest that most women need leave from work. The amount of
leave needed depends on a variety of factors, including the physical impact or
clinical management of the loss; the gestation of the pregnancy; and personal
factors such as history of recurrent loss or emotional response to the pregnancy
loss. Women who experience termination of pregnancy, similarly, require time
from work, to recover from the physical process, and sometimes the emotional
effects, particularly those who experience termination of pregnancy for medical
reasons. Partners also need some leave from work, in order to support the woman
who has lost the pregnancy, and to deal with their own loss.
Our primary research suggests that there is still a level of secrecy and stigma
attached to pregnancy loss, especially earlier losses and termination of pregnancy.

This can prevent people sharing their loss or seeking support, particularly in the
workplace. Participants across the international literature and in our primary
research often described fear of dismissal from work, or discrimination regarding
career progression. Indeed, some individuals internationally, and in the Republic
of Ireland, did face dismissal or sidelining for promotions as a result of their
absence or decreased productivity following pregnancy loss.
Within workplaces, individuals, and particularly managers, are often uninformed
about pregnancy loss and ill-equipped to support workers during these
experiences. This very often led to negative workplace experiences following
pregnancy loss. These experiences include a lack of empathy and support; harsh
treatment regarding absence or workload; insensitive comments and questions;
and distressing exchanges in the workplace. Across the literature, and our primary
research, a small number of individuals left their employment due to their
experiences following pregnancy loss.