People manager guide: Supporting employees through pregnancy loss

Pregnancy and baby loss can be a very difficult time and can have a major impact on someone’s health and wellbeing. Supporting an employee who has experienced such a loss requires compassion, flexibility and sensitivity.  

As a line manager, you have an important role in supporting the wellbeing and work needs of a team member who has experienced pregnancy or baby loss.  
This is because, as a manager, you are:  

• usually the employee’s first contact point  
• responsible for the day-to-day management of the employee and the tasks required of them
• key to providing access to work adjustments such as a change in duties or a new flexible working arrangement
• able to prevent additional stress, or anxiety, particularly in those who are feeling less confident in their abilities due to the impact of their loss.

Building on our research findings, and our manager behaviour framework this guide offers practical advice on offering compassionate support.

Supporting an employee who has experienced such a loss requires compassion, flexibility and sensitivity.  Whilst this is a very difficult time for the employee, pregnancy and baby loss may also have affected managers who need to provide support for employees during this time. If you have been personally affected and find this situation challenging, please also seek your own support or further guidance from your manager or HR team.

Please note, from April 2027, the Employment Rights Act 2025 (ERA 2025) will introduce a day-one right to up to two weeks of unpaid bereavement leave for employees. Bereavement leave will also be available to parents/partners who experience miscarriage before 24 weeks of pregnancy, including ectopic and molar pregnancy, terminations and IVF embryo transfer loss. Find out more on the ERA 2025 tracker.