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UK MPs Call For Paid Leave For Miscarriage Grief

In early 2025, there was a renewed push by UK MPs for the introduction of statutory paid leave for parents experiencing miscarriage grief.

This call for change stems from a report by the Women and Equalities Committee, which suggests that women and their partners should be legally entitled to paid bereavement leave if they suffer a miscarriage before 24 weeks of pregnancy.

The Commons Women and Equalities Committee has recommended that the government introduce statutory miscarriage and bereavement leave.

This is in response to the current system where miscarriage before 24 weeks does not grant statutory leave, often leading to individuals having to take sick leave or annual leave instead of bereavement leave.

There has been significant backing for this initiative, with posts on X indicating support from various quarters, including from unions and public figures.

The sentiment captured on the platform suggests a broad agreement that current options like sick leave do not adequately address the emotional and physical needs of those grieving a miscarriage.

The campaign has led to proposed amendments to the government’s Employment Rights bill, aiming to set out specific paid leave entitlements for miscarriage.

This follows a series of private members’ bills in previous years that sought similar provisions but didn’t advance beyond the initial stages.

There is a growing narrative around the need for workplace culture change, acknowledging miscarriage grief not as a sickness but as a bereavement that requires time and support.

The Miscarriage Association and personal testimonies have played a role in highlighting the need for this change, stressing the emotional toll and the inadequacy of existing support structures.

This initiative, if successful, could mark a significant shift in how miscarriage is legally and culturally addressed in the UK, aligning more closely with international precedents where similar policies exist.

However, as of the current date, these proposals are still at the advocacy stage, with no confirmed legislative outcomes yet reported.

Current Legal Framework:

  • Miscarriage Definition: A miscarriage is the loss of a pregnancy before 24 weeks. After 24 weeks, it is considered a stillbirth.
  • Time Off and Pay:
    • Statutory Sick Pay (SSP): If someone experiences a miscarriage and takes time off work, they are entitled to SSP if they meet the qualifying conditions. SSP is currently £116.75 per week for up to 28 weeks (April 2024–April 2025). However, this is not specifically designated as bereavement leave but rather as sick leave.
    • Maternity Leave and Pay: If a woman has already started her maternity leave when she experiences a miscarriage or stillbirth, she continues to receive Statutory Maternity Pay (SMP) or Maternity Allowance (MA). SMP starts at 90% of average weekly earnings for the first 6 weeks, followed by £184.03 per week or 90% of average weekly earnings, whichever is lower, for the next 33 weeks. MA is similarly structured.

Proposed Legislation and Advocacy:

  • Miscarriage Leave Bill: There have been discussions and proposals for specific miscarriage leave. In previous sessions, bills like the Miscarriage Leave Bill 2022-23 were introduced but did not complete their passage through Parliament. These bills aimed to provide paid leave for individuals who have experienced a miscarriage, acknowledging the need for bereavement time rather than classifying it under sick leave.
  • Public and Political Support: There has been a push from MPs, as evidenced by posts on X and discussions in Parliament, for statutory paid leave for miscarriage grief. This reflects a broader recognition that miscarriage should be treated with the same compassion as other bereavements, advocating for changes in employment rights to reflect this.

Government Response and Potential Changes:

  • Government Review: The government has been considering the findings and recommendations from various reports, including the Pregnancy Loss Review, which looked into improving care and support for parents experiencing early pregnancy loss. While specific legislative changes directly addressing miscarriage leave have not yet been enacted, there’s ongoing discourse about amending existing employment laws to include provisions for miscarriage bereavement.
  • No-Fault Divorce and Miscarriage Support: While not directly related, the introduction of no-fault divorce in 2022 reflects a broader trend in UK law to approach personal and family issues with less blame and more support, a principle that could potentially extend to miscarriage legislation.

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