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The PLACES project, commissioned by the then-Department of Children, Equality, Disability, Integration and Youth (DCEDIY) examined the workplace experiences of all forms of pregnancy loss or pregnancy endings before 24 weeks, and aimed to identify needed supports. The rationale for focussing on this timeframe was that people who experience pregnancy loss from 24 weeks are entitled to full maternity and paternity leave, whereas no statutory leave is currently available for pregnancies ending before this time. The project team was led by the Pregnancy Loss Research Group (LINK) at University College Cork (UCC) and included researchers with expertise in obstetrics, law, nursing, public health/health promotion, psychology, education, pastoral care, human resource management, and occupational health. Our final report was published in January 2024 and contained nine recommendations for Government to consider in implementing statutory leave provisions for pregnancy loss under 24 weeks, as well as in developing workplace supports and organisational policies. The report drew on a review of international literature, statutory leave provisions for pregnancy loss, and pregnancy loss policies across a sample of companies in Ireland. It builds on research and advocacy over many years by several large trade unions and from a small number of politicians who have supported legislation for pregnancy loss leave. Our review showed 10 of 81 high-income countries provide time off work following pre-viability pregnancy loss. While we focused on countries like Ireland, it was interesting to see that several large low/middle-income countries have had entitlements for miscarriage leave for decades. We surveyed almost 1,000 people and interviewed 13 people across Ireland who had experienced a pregnancy loss under 24 weeks. They described how the emotional and/or physical impacts of pregnancy loss affected their ability to work, to carry on with normal life, and manage social interactions in the workplace. Most participants took some time off work, which was important for physical and emotional recovery, and the vast majority found it difficult to return to work. Often women felt they had to return to work before they were ready, due to lack of paid leave and cover, pressure from their workplace, or feelings of guilt about being absent. Many participants in this research anticipated negative reactions or repercussions relating to disclosing pregnancy loss, ranging from insensitive comments to discrimination at work in the form of dismissal or limited career opportunities. Often, participants did not share their pregnancy loss with their colleagues. While this reflects the current social norm of concealing a pregnancy until 12 weeks; difficulty speaking about pregnancy loss was a big factor. Our 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. Leave entitlements Most women don’t have leave entitlements that enable them to take sufficient leave from work following a pregnancy loss. They rely on (and may use up) sick leave or other leave entitlements to take time off work, which can be unavailable, limited or inappropriate. Our findings suggest that women need leave from work after pregnancy loss, and almost all who answered our national survey supported protected, paid leave. We know the amount of leave required will vary — this depends on the physical impact or clinical management of the pregnancy loss, the stage of the pregnancy and personal factors. In our report, we recommended any leave introduced must meet the needs of those affected and stressed that any planned supports must not further stigmatise people who experience pregnancy loss, for example, in how the leave is framed or named, or what types of pregnancy loss are eligible. Workplace training Our research also showed the gap between the needs of people who experience pregnancy loss, and the workplace supports available to them. Many reported that colleagues at work did not know how to respond to disclosures of pregnancy loss, resulting in people feeling ignored or avoided, or their experience dismissed. Some survey participants said this was the hardest thing about their pregnancy loss. This experience has an impact on wellbeing, physical and emotional recovery from pregnancy loss, and the return to work. Therefore, our key recommendations also highlighted the need for policies and guidance on workplace training around pregnancy loss and on how to support employees or colleagues who experience pregnancy loss. Workplace cultures that normalise conversations around pregnancy loss can reduce stigma and improve both employee wellbeing and retention. Workplace toolkit On Thursday evening we launched a toolkit for employers and employees on pregnancy loss and the workplace. This toolkit is informed by the findings from the PLACES Project and a review of guidance and policies available from pregnancy loss charities, support organisations and public bodies. It focuses mainly on people who experience pregnancy loss prior to 23 weeks gestation, but much of what is discussed, particularly the different ways that employees and workers can be supported beyond leave entitlements, is relevant to those experiencing pregnancy loss at any time in pregnancy. In developing and sharing this resource, we want to create more compassionate work environments and better experiences for people whose pregnancies end in loss. Our hope is that workplaces around Ireland now endorse and use the toolkit (LINK). Workplace policy In another development, the first Pregnancy Loss Support Policy for staff in an Irish university was launched on Friday by UCC. Informed by findings from the PLACES project, we developed this policy with UCC People & Culture and the Equality, Diversity and Inclusion Unit. The policy aims to provide employees with dedicated leave, resources and support following a pregnancy loss under 23 weeks. It outlines the entitlements, procedures and support mechanisms in place to assist both staff who are affected by pregnancy loss, and their partners. Staff are now entitled to 10 leave days per 12-month calendar year should they experience pregnancy loss. We are very proud that our own university has developed this pregnancy loss support policy, and that it is leading the way for other higher education institutions and other organisations within Ireland to do similar. We know from people who use our clinical services and inform/engage with our research that there is a clear need for enhanced discussion, awareness and understanding around pregnancy loss in workplaces and wider society, to reduce stigma and enhance supports, experiences and outcomes. While statutory leave would allow for recovery and would also show societal recognition of the impact of early pregnancy loss, this still seems some years away in the current Government. However, there is much we can still do in workplaces to address the gaps between the needs of workers and supports available. This includes providing a policy structure, as UCC has now done, and using these new resources (toolkit) to ensure employees/workers get the best possible support. Our mission within the Pregnancy Loss Research Group at UCC is to lead national research which is relevant, and which can influence policy and practice regarding all forms of pregnancy loss to ultimately enhance people’s experiences and outcomes. We are delighted to see our research on pregnancy loss in workplaces being translated into policy and practice. Recognising pregnancy loss as a workplace issue and in working lives is essential. Professor Keelin O’Donoghue leads the Pregnancy Loss Research Group at University College Cork and was Principal Investigator on the PLACES | Pregnancy Loss in Workplaces: Informing policymakers on support mechanisms project.
