Charlie Thompson spoke to inews following Channel 4 and Monzo recently announcing pregnancy loss policies for their staff. These policies may become increasingly common in the workplace.
The article questions why these policies are so new. There is no legal requirement to have such a policy, and so companies generally deal with these issues on a case-by-case basis.
In the article, Charlie comments:
“A sensible employer will typically liaise with the employee to find a reasonable way to support them and enable them to return to work, such as through paid leave and a gradual return to work.”
“Where a child is born alive at any stage of the pregnancy or is stillborn after 24 weeks, the normal law on maternity leave and pay applies. There is also an entitlement to statutory bereavement leave and pay.
“However, for any other pregnancy loss, such as an abortion or a miscarriage in the first 23 weeks, these rights do not apply. In those situations, the employee can only rely on their other leave rights, such as their right to sick leave or holiday, as well as any discretionary benefit from their employer.”
Charlie explains that having a policy in place can protect both employee and employer. The article continues:
‘This can be good news for the employee, who is protected from any rogue, unsympathetic managers. But it is also good for management, who can know what’s going on across their whole organisation. Policies such as these, says Mr Thompson, “may also help reduce the risk of discrimination claims”.’
The article continues:
‘With the pandemic having upped the pressure on employers to prioritise the mental health of their employees, demonstrating this kind of understanding could well be key to attracting and retaining top talent.’
The full article can be read here
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