Pregnancy Rights in Employment: Co-op Enhances Paid Bereavement for Pregnancy Loss

Reproductive health, both physiological and psychological, was once an avoided topic in the workplace. However, as organisations introduce progressive policies, conversations about pregnancy rights in employment are thankfully becoming more open.

In October 2025, the Co-op announced enhanced pregnancy loss entitlements for its staff, marking a significant improvement in parental bereavement support. In our latest article, we examine precisely what changes the Co-op has made, take a broader look at pregnancy employment rights, and discuss the steps individuals can take if their rights are breached.

If you believe your employment rights have been violated, contact Redmans Solicitors today. As sector specialists, we can analyse your circumstances, answer your queries and provide expert advice. We can also assess your eligibility to bring a claim and guide those eligible through the process.

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Pregnancy Rights in Employment: Co-op Enhances Bereavement Leave for Miscarriage

On 16 October 2025, the Co-op announced that it had updated its policy on pregnancy loss, offering 10 days of paid leave rather than 5. This followed the policy’s original implementation in 2021, establishing the entitlement and treating leave for a miscarriage as bereavement rather than illness.

Notably, the policy covers the entire workforce, supporting both parents, including those involved in surrogacy. Following the updates, staff will now receive paid leave for associated medical appointments and access to support services. Managers will also be provided with guidance on communicating effectively with those affected, and employees whose family members have experienced parental bereavement will now have access to additional emergency leave.

Read More: Menopause at Work: Lessons from HSBC’s Inclusive Approach

Following the Co-op’s announcement, Ms Kate Field, global head of human and social sustainability at the British Standards Institution, commented that such policies represent a critical shift towards treating pregnancy loss as a human, not just a health, issue. “Both parents often need time, space and compassionate support to grieve,” she explained.

Ms Justyna Strzeszynska, founder and CEO of period care platform Joii, added to the conversation, stating, “Pregnancy loss, like periods, fertility treatment or menopause, has long been shrouded in silence at work.” She added that open conversations and flexible leave must be encouraged to ensure parents can grieve properly.

Ultimately, the Co-op’s approach reflects a broader trend among UK employers towards embedding family-friendly and well-being-focused policies. Another such example includes Benson for Beds, which recently strengthened its own bereavement leave for miscarriage. Such policies extend beyond compliance, ensuring a culture in which employees, as people, are put first.

What are My Rights at Work When Pregnant?

Under UK law, individuals are entitled to various pregnancy rights in employment. These are designed to safeguard health, ensure fair treatment, and enable expectant parents to balance work and family life.

All pregnant employees are entitled to paid time off for antenatal care. This leave isn’t exclusively for medical appointments—it can include parenting classes if recommended by a doctor or midwife—and must be paid at an employee’s regular rate.

Pregnant employees are also entitled to maternity leave for up to 52 weeks. By law, between two and four weeks must be taken after giving birth, depending on an individual’s working conditions. During this period, most employees qualify for Statutory Maternity Pay, but those who don’t may receive Maternity Allowance.

In addition to leave, employees who are pregnant are entitled to a safe working environment. Once an employer has been informed of an employee’s pregnancy, they must conduct a risk assessment to identify and mitigate potential risks. Risks can include heavy lifting, exposure to harmful substances, and long hours.

Finally, employers must ensure individuals don’t face unfavourable treatment because they’re pregnant or on maternity leave. Such behaviour can constitute discrimination, and if an employer fails to take appropriate action, they could expose themselves to legal risks.

Importantly, while the above broadly outline pregnancy employment rights, further entitlements may exist. Rights can vary on a case-by-case basis, meaning understanding one’s individual circumstances is essential.

What are Examples of Pregnancy Discrimination?

Pregnancy discrimination can take many forms; some overt, others more subtle. Examples include:

• Failing to carry out a health and safety risk assessment after an employee has disclosed that she’s pregnant.
• Reducing an employee’s hours, responsibilities, or opportunities once an employer becomes aware of her pregnancy.
• Reassigning or demoting an employee to a different role following maternity leave, without a legitimate business reason or her agreement.

Again, the above list isn’t exhaustive, and the types of discrimination an individual may face can vary, so keeping an open mind to spot the signs is necessary.

What to Do if Your Pregnancy Employment Rights Are Breached

While employment tribunal claims are typically the last step in securing a remedy, strict time limits apply. Therefore, if someone believes their pregnancy rights in employment have been breached, swift action is vital.

Firstly, before taking any further steps, it’s usually wise to gather evidence. This could include written correspondence (such as emails or letters), witness contact information, or CCTV footage, to name but a few. By collecting such evidence, individuals can put forward a stronger case, increasing their chances of a more satisfactory outcome.

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Once evidence has been gathered, those affected should consider the available internal remedies. This could include having an informal chat with HR or raising a formal grievance under an employer’s policy—the severity of the matter will likely determine the appropriate course of action. Both avenues offer an opportunity to resolve the issue before tribunal intervention, but a formal grievance imposes additional legal obligations on the employer.

Where internal avenues fail to provide a suitable remedy, the next step is to initiate early conciliation with Acas. This stage is usually required before a claim can be brought, and offers free, independent advice. It’s also often advised to begin this while pursuing internal avenues, as it stops the clock on the time limit for bringing an employment tribunal claim.

As a last resort, having exhausted all alternatives, an employment tribunal claim can be pursued. As mentioned, strict time limits, in addition to eligibility criteria, apply to bringing a claim. But if successful, compensation, among other remedies, could be awarded.

Get Help with Redmans

If your pregnancy rights in employment have been breached, contact us without delay. Redmans Solicitors are employment experts, and following a swift consultation, our team of specialists will answer your questions and discuss your possible next steps.

It only takes a moment to discover how we can help you, simply:

• Phone 020 3397 3603
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