Miscarriage Bereavement Leave: What the Employment Rights Bill Means for UK Parents

Published : July 21, 2025

Calls to extend miscarriage bereavement leave have gained significant momentum in recent years. Under current legislation, the entitlement to statutory bereavement leave only applies after a specific period of pregnancy. This leaves many parents without formal support during one of the most distressing times of their lives.

With hundreds of thousands of miscarriages occurring in the UK each year, campaigners have long argued that the emotional and physical impact of pregnancy loss is profound, regardless of when it happens. As a result, proposed employment law changes within the Employment Rights Bill 2025 have been described not only as welcome but also as essential.

In this article, we examine the government’s recent proposal to expand bereavement leave. We discuss the current legal framework and the key voices supporting the amendment. We then explore the implications of these changes for employers, HR professionals, and employees as the legislation progresses toward implementation.

If you’ve any questions about compassionate leave in the UK or believe your rights have been breached, contact Redmans Solicitors. As employment law experts, we can assess your specific circumstances, address your queries, and provide tailored specialist advice.

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Miscarriage Bereavement Leave: A Long-Overdue Legal Recognition

Currently, UK statutory bereavement leave is only available to parents who’ve experienced a miscarriage after 24 weeks of pregnancy. Those who, unfortunately, suffer pregnancy loss before this stage are, therefore, left with little support.

Sick leave doesn’t provide the financial assistance many require to take time off, and often leaves individuals vulnerable to discrimination. These issues prevent individuals from being able to grieve properly, potentially exacerbating the emotional challenges they’re going through.

This reality highlights a significant shortfall concerning the current support available to working parents, particularly when the majority of miscarriages occur during the first 12 weeks of pregnancy. With approximately 250,000 miscarriages in the UK each year and an additional 12,000 ectopic pregnancies, it’s clear that more has to be done.

Government Acts on Campaigns for Greater Compassionate Leave in the UK

The Women and Equalities Committee (WEC), chaired by Labour MP Sarah Owen, has maintained a sustained campaign, advocating for enhanced miscarriage bereavement leave. In January 2025, it pleaded with the government to update legislation to ensure this right applies to all working parents.

Thankfully, it seems the government has listened. On 7 July 2025, it formally announced its intention to amend the Employment Rights Bill 2025 to ensure all working parents would be entitled to take time off to grieve following their pregnancy loss. This change follows consultations with over 190 businesses, trade unions, and stakeholders, aiming to strike a balance between the needs of employees and the demands of business.

The government has confirmed that this new entitlement to compassionate leave in the UK will be a day-one right. This means any current service length barriers will be scrapped. However, claims have been made that the statutory bereavement leave will be unpaid. This has raised concerns about how it could impact its effectiveness.

Reactions to Landmark Miscarriage Bereavement Leave Changes

Following the government’s announcement, several notable figures commented on the employment law changes. Business Secretary Jonathan Reynolds was one such individual, who reflected on his own family’s personal experience with pregnancy loss and said, “Grief doesn’t follow a timetable, and expanding rights to leave for pregnancy loss will ensure every family gets the time they need to heal without worrying about their job.”

Deputy Prime Minister Angela Rayner echoed this sentiment, asserting that individuals should only return to work when they are ready. She revealed that the expanded miscarriage bereavement leave entitlement would become a day-one right, stating she was “proud” the government was enabling those grieving to spend precious time with their families.

Outside the government, Vicki Robinson, the CEO of the Miscarriage Association, welcomed the update to employers’ legislation. She said, “This is a hugely important step that acknowledges the often very significant impact of pre-24-week loss, not only for those experiencing the physical loss, but for their partners, too.” She added that the organisation would continue working with the government to ensure the amendment fully supported working parents, and would help employers introduce the “vital changes.”

Finally, Labour MP Sarah Owen, who has been fronting the campaign for change, stated that the government’s decision was “bold and necessary.” While she accepted that no support would completely erase the pain of pregnancy loss, she believed this legal amendment would enable those affected to grieve properly.

Preparing for Implementation: What You Need to Know

For HR professionals and business leaders, these employment law changes are significant. Once enacted, employers will be legally obliged to offer broadened miscarriage bereavement leave. This will necessitate organisation-wide policy reviews, contractual updates, and manager training to ensure compliance and consistency. Should they fail to act, they could face Acas early conciliation or employment tribunal proceedings, potentially leading to compensatory payouts.

From an employee’s perspective, understanding these new rights is equally important to ensure they are respected and upheld. Although the law is not expected to come into force until 2027, employees should remain attentive to any updates to workplace policies, employee handbooks, or employment contracts. Any revisions should be read carefully, and employees are encouraged to seek clarification on points that are unclear. Understanding one’s entitlements will be key to ensuring that the new rights are exercised fully and fairly.

Miscarriage Bereavement Leave: Get Help with Redmans

Thank you for reading this latest insight. If you’ve any questions about the amendments to employers’ legislation or believe your rights have been breached, contact Redmans Solicitors.

As sector specialists, we can outline your current rights and discuss the coming changes under the Employment Rights Bill 2025. We can also answer any queries you have and discuss your options if you believe your rights have been violated.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.