As workplace laws evolve, it’s vital for HR professionals to stay informed about changes that affect employee rights, especially regarding sensitive issues like bereavement and pregnancy loss. The Employment Rights Bill contains provisions designed to broaden the scope of statutory bereavement leave to cover the death of close relatives.
The government has recently proposed further important amendments to the Bill, that are intended to extend bereavement leave and pay entitlements to parents who experience pregnancy loss (a miscarriage before 24 weeks of pregnancy). This article explains these changes regarding miscarriage leave and outlines what HR teams need to do to prepare.
Currently, statutory bereavement leave and pay in the UK apply to parents who lose a child under 18 years old or experience a stillbirth after 24 weeks of pregnancy. This right was already due to be extended to cover the death of close relatives from some point in 2027. The government’s last-minute proposed amendments to the Employment Rights Bill further extend these rights to include parents who suffer a miscarriage before 24 weeks of pregnancy, recognising the emotional and physical impact of early pregnancy loss.
Key provisions include:
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