New research into early pregnancy endings is calling on employers to adopt more inclusive and supportive policies for those experiencing pregnancy endings in the workplace.
Authored by Professor Jo Brewis from The Open University, with colleagues from the OU, the University of Essex, University of Plymouth, UCL and Aston University, the report found that many individuals affected by early pregnancy endings (a pregnancy that ends before 24 weeks’ gestation) are left to navigate these experiences largely on their own, with little to no formal support from their employers.
Findings showed that awareness and visibility of workplace policies around early pregnancy endings were limited, with many reporting that they were not aware of any workplace information and support prior to their pregnancy ending.
Employer reactions to disclosures varied depending on the type of pregnancy ending – i.e. miscarriage vs termination – and while some organisations have policies in place for miscarriages, very few extend these policies to cover abortions/terminations.
Individuals were also concerned about how disclosing an early pregnancy ending to HR or a line manager could impact their career, which lead to a reluctance to ask for support and concerns about confidentiality. While many managers were compassionate and understanding, there was evidence of them being unequipped to handle the situation appropriately.
Jo Brewis, Professor of People and Organisations at The Open University, said:
“The release of this report marks a critical moment in the conversation about reproductive health and workplace policy. By shining a light on the challenges faced by those who experience early pregnancy endings we can pave the way for a more compassionate and inclusive approach to workplace support.”
Based on the evidence in the report, the team recommends that to better support employees experiencing early pregnancy endings, organisations should implement formal policies and procedures which are inclusive of all types of pregnancy ending. The policies must recognise that there is no ‘one size fits all’ approach and support should be tailored to the individual, including being mindful of the language used by taking the lead from the person affected.
Holistic support for employees’ physical, emotional and mental health and well-being is vitally important and employee confidentiality upon disclosure must be upheld.
The researchers also emphasised the need for policy to be complemented by formal training for line managers and HR professionals to compensate for the lack of national policy, legislation and statutory leave entitlements.
Finally, the report argues that attention must be paid to the economic impact of early pregnancy endings and how improving workplace support could help counter this.
Over 200 respondents were surveyed for the report, capturing a broad range of experiences. Data were also drawn from a study which was co-conducted by Professor Ilaria Boncori and Dr. Hamid Foroughi, which involved in-depth interviews with people who had lived experience of miscarriage and stillbirth whilst in employment. Representatives of organisations providing support for those who have been affected by these pregnancy endings were also interviewed.
