Why It’s Time to Include Pregnancy Loss in Your Bereavement Leave Policy
A data-backed call for HR and benefits leaders to lead with empathy, clarity, and care.
“People know it’s covered.”
That’s what we often hear when companies hesitate to formally include pregnancy loss in bereavement leave. But here’s the truth: if it’s not explicitly stated, employees won’t assume—they’ll question, hesitate, and often suffer in silence.
When it comes to bereavement, silence in policy creates silence in culture.
Pregnancy Loss Is Common—and Deeply Personal
1 in 5 pregnancies in the U.S. ends in miscarriage. That’s over 1 million people every year navigating profound grief, often without formal support.
Research shows up to 43% of women who experience miscarriage report subsequent depression, anxiety, or PTSD; and that women who miscarry have a 2.5 times greater risk for depression than those who have not.
While legally allowed to take time off after a miscarriage under FMLA, 77% percent of women indicated they were unaware they had access to this protection.
Vague Policies = Real Harm
If your bereavement leave policy doesn’t name pregnancy loss, many employees will assume it’s not covered.
That assumption can prevent someone from taking the time they need to recover physically and emotionally.
It can damage trust in HR and leadership—especially in moments when people are most vulnerable.
It disproportionately impacts women, nonbinary people, and those pursuing fertility treatments—widening existing inequities in the workplace.
“I didn’t know if I was ‘allowed’ to take time. I was bleeding at work and still stayed for my shift. I didn’t want to get in trouble.”
— Former retail employee, miscarriage at 10 weeks
The Legal Landscape Is Shifting
Forward-thinking HR leaders aren’t waiting for regulation—they’re leading the way.
California (2024) became the first U.S. state to mandate five days of reproductive loss leave, including miscarriage and failed IVF or surrogacy.
The Support Through Loss Act (proposed federal legislation) would require employers to provide at least seven days of paid leave for pregnancy loss or unsuccessful family-building efforts.
Employers like Bumble and Mintz now offer 10–15 days of paid leave following miscarriage or stillbirth—recognizing this as a workplace health and equity issue.
What Happens When You Get It Right
Companies that update their policies not only align with employee needs—they gain loyalty, productivity, and reputational advantage.
Retention: Companies offering paid bereavement leave experienced 20–30% better employee retention over two years.
Recruitment: In a competitive talent market, paid bereavement leave is now a differentiator
Engagement: A clear, inclusive policy boosts morale and creates a culture of trust.
Equity: Recognizing pregnancy loss affirms your commitment to inclusion across gender, family structure, and life experience.
“I’ll never forget how my manager handled my loss. I didn’t have to ask—she told me I could take time, and HR already had a policy in place. I stayed at that company five more years.”
— Tech employee, miscarriage at 11 weeks
The Call to Lead: Update Your Policy Now
As HR and Benefits leaders, you shape how your organization shows up in moments that matter most.
Use our free policy samples to update your leave policy today.
Including pregnancy loss in your bereavement leave policy is simple—but transformative. It’s a low-cost, high-impact change that signals your commitment to compassion, equity, and modern employee care.