Dedicated leave: A powerful way to support employees following pregnancy loss

Whether you're aware of it, you know multiple people whose lives have been touched by pregnancy loss.

An estimated one in four pregnancies ends in loss, yet most of us don't talk about it, and in the U.S., most of us don't have access to dedicated leave time to recover physically and begin coping with the resulting heartache. Although pregnancy loss leave is a national policy in New Zealand and common practice at private companies in the U.K., it is rare for U.S. companies to offer this type of compassionate, supportive benefit.

The physical and emotional toll of pregnancy loss

The physical impact of pregnancy loss varies widely. In fact, the one in four number may actually be much higher as some women miscarry without knowing they are pregnant. For some women, physical recovery may require only a few days, while for others it may take weeks to recover.

The emotional recovery process, however, can be much lengthier-and, as with any type of grief, never truly goes away. You simply adapt to living with it. Giving employees time and space to work through that grief shows foresight and awareness. A 2020 study published in the American Journal of Obstetrics & Gynecology found that nearly one-third of women who miscarry experience post-traumatic stress and that one in four experience anxiety. What's more, post-traumatic stress, anxiety, and depression remain at clinically significant levels nine months after a pregnancy loss.

So, when it comes to workplace leave, why don't we provide more support for pregnancy loss?

How pregnancy loss may affect the workplace

A lack of dedicated time to recover from pregnancy loss can have lasting repercussions-not just emotionally, but professionally. Without proper support, employees may experience ongoing challenges that manifest in the workplace, including frequent tardiness, unplanned or unexcused absences, or a general pattern of missing work. Over time, this can contribute to higher rates of absenteeism, which costs companies an average of approximately $1,685 per employee each year. Proactively addressing these needs through compassionate policies isn't just the right thing to do-it's also a strategic investment in workforce well-being and productivity.

Presenteeism may be even more common in cases of pregnancy loss. The stigma is high, and conventional wisdom suggests women just need to bounce back and try again. Employees may be physically at work, but not mentally present-and the costs of presenteeism are thought to be up to 10 times higher than the cost of absenteeism. An employee who is struggling to suppress grief is more likely to experience burnout.

Before coming to Progyny, Amanda Lesesne, VP of Sales, discovered she had an ectopic pregnancy while on a business trip after waking up with excruciating pain. She underwent emergency surgery and had to face a devastating reality: her pregnancy ended in miscarriage. While she credits her former manager for providing a safe space to share her story with the team, her former company did not have any sort of pregnancy loss policy in place, forcing her to use earned paid time off to recover emotionally and physically. "It is extremely difficult to deal with the pain, grief, stress, and anxiety that comes with a pregnancy loss all while still trying to power through a workday," Lesesne wrote in an article for the website Motherly. "And being forced to either push those feelings down or take earned time off for a traumatic event seems unfair and cruel."

How to design a supportive leave policy for pregnancy loss

If you're ready to join the forward-thinking companies that offer dedicated leave for pregnancy loss-including Pinterest, Goldman Sachs and Liberty Mutual, as well as Progyny-you'll want to consider how to:

• Design your policy. A successful policy includes clear guidelines on eligibility, duration, and confidentiality.

• Ensure your policy is inclusive. A miscarriage early in pregnancy isn't the only type of pregnancy loss. Stillbirths, unsuccessful fertility treatments, adoptions that fall through, and failed surrogacy arrangements should also be taken into consideration.

• Train managers to be discreet and supportive. When you offer this type of benefit, you'll need to make sure your company's leaders have developed their empathy muscles to make it comfortable for an employee to even request pregnancy loss leave. "This is a highly emotional event and should be handled delicately," Lesesne wrote in Motherly, suggesting companies implement an email request template that requires an employee to input only their name and requested dates. This would be sensitive to employees who, in their grief, might be unnecessarily distressed by having to explain their circumstances.

• Offer complementary supports. Leave for pregnancy loss is only one part of the puzzle. Offering flexible work options, access to mental health resources, and comprehensive benefits that include fertility and family building support can help an employee navigate pregnancy loss.

• Select benefit programs that offer benefits navigation. Many employers have started to offer flexible time off, employee assistance programs, and other family-focused benefits over the years, but these benefits aren't always easy to find or navigate. According to MetLife's 2024 employee benefits survey, 38% of families wished their employer had provided more guidance in accessing benefits and resources tailored to their specific needs. Without the right support, many employees struggle to navigate their benefits and well-being, leaving them without the resources they need and limiting the ability for employers to optimize benefit investments.

Building empathetic workplaces

Statistically speaking, pregnancy loss is likely affecting your workforce. The more we acknowledge the existence of pregnancy loss and the toll it takes, the more we can support all prospective parents in their journeys to build families. Organizations can take a proactive step and can help destigmatize pregnancy loss by implementing a specific inclusive pregnancy loss leave policy that supports employees through an insurmountable loss. By taking this meaningful action, employers are not only explicitly supporting women and families, but overall efforts to build compassionate workplaces that prioritize employee well-being.

Progyny has been the leader in managing complex care along the reproductive health journey for years. Progyny can partner with organizations to ensure that employees experiencing pregnancy loss get the support and personalized care they need.