It can be difficult to talk about personal matters at work, particularly bereavement and especially the sensitive topic of pregnancy and baby loss. However, we know from listening to those who have been through these experiences that having a supportive workplace is vital for their wellbeing. For many people, the workplace is not just a place where tasks are accomplished and targets met, it’s a place where we connect with others, sharing professional responsibilities and sometimes personal challenges too.
The first step towards a psychologically safe and supportive environment is to start with listening to what staff want and need.
Employees who have experienced pregnancy and baby loss often discuss the challenges of balancing work with the impact of grief on their mental and physical health. They also are often navigating practical matters such as attending medical appointments, supporting other children or family members, organising a funeral, and attending counselling.
Managers and colleagues of those affected report feeling ill-equipped to navigate the delicate nuances of their colleagues’ grief. A recurring theme is often not knowing what to say, not knowing the most appropriate way to manage a bereaved team member, and not knowing rights, obligations and laws.
Pregnancy and baby loss is more common than many people realise. 50% of UK adults have, or know someone who has, experienced at least one form of pregnancy or baby loss (ref1). A recent survey carried out by Sands found that 52% of bereaved parents did not feel supported by the colleagues or managers at work (ref2). However, wonderfully supportive workplaces do exist:
“My manager was entirely supportive in my return giving me lots of flexibility to return on my terms. I was offered support from an occupational therapist to do a phased return and counselling through the employee assistance programme.”
In addition to the emotional toll, bereavement can have significant economic implications for businesses. According to our Sands report, 40% of bereaved parents experienced an impact on their work, with 20% taking time off, and 15% changing their working hours or reducing their workload. 64% of bereaved parents felt that their work had a negative impact on their mental health. As reported in The Lancet Series on miscarriage, the annual cost of miscarriage alone in the UK is £471m. These findings highlight the tangible costs associated with bereavement-related challenges in the workplace, emphasising the importance of proactive support mechanisms.
According to the Chartered Institute of Personnel and Development (CIPD), investing in this training isn’t just a nice gesture; it’s a strategic move that seriously impacts employee mental health and organisational culture. Tools and support are available to help workplaces as they consider this sensitive subject. The CIPD has guidance available on parental bereavement leave and we at Sands have developed a suite of tools and training designed to give practical help as well as confidence building skills. Sands bereavement training is designed to give employees helpful insights and equip them with the tools and confidence to support anyone experiencing pregnancy or baby loss.
Feedback from those attending our training has been overwhelmingly positive, with many citing how useful it is to learn about, and understand more fully, the use of appropriate language, cultural competencies and some of the hidden (or lesser talked about) challenges faced by bereaved parents as they return to work.
“I just wanted to say that I really felt like the training you delivered was so useful on a personal and a professional level. I was really nervous about attending because I thought that the training may be quite triggering for me and upsetting, but I came away from it feeling heard and understood and that you have such a good understanding of the complexity of feelings that go with losing a baby. I am really glad I pushed myself to attend the training. Thank you.”
Rebecca, Staffordshire Police
Our aim is for this knowledge to become much more familiar and common in every workplace across the UK no matter the industry, sector or setting.
We have been inspired by several organisations who have led the way by establishing employee-led networks, staff support systems and policies that align with our training and recommendations. They report on improved wellbeing, productivity and retention. Additionally, we have seen a cultural shift allowing employees to openly share their experiences without fear, judgment or stigma. As an organisation, we have been present at several speaker events with thousands of employees across the UK joining the discussion, openly and safely, in an environment put in place by their employers. Such events demonstrate how many companies are now able to better manage the topic of bereavement in the workplace. We have never had so many invitations and requests to support these conversations and it is encouraging to see this emerging trend cross-industries and demographics.
Much work that we have done with companies also includes developing a systemic approach to support mechanisms and framing policies that reflect their people’s needs. By doing so, these companies are able to extend their training beyond individual resilience to shaping the very fabric of organisational culture. A workplace that openly acknowledges and addresses grief fosters a culture of compassion and understanding. It can also normalise conversations about loss and mental health.
The societal and workplace impact of pregnancy and baby loss is significant. By investing in bereavement in the workplace training, companies not only fulfil their duty of care for their staff but also contribute to the mental health and resilience of their workforce in the long term. Our reports and CIPD statistics provide a compelling case for the urgency of action. It’s time for organisations to engage in open conversations and create a workplace that supports employees through one of life’s most challenging experiences.
References
All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 2121 adults. Fieldwork was undertaken between 14th – 15th August 2023. The survey was carried out online. The figures have been weighted and are representative of all UK adults (aged 18+).
