We are committed to supporting all team members who suffer the loss of a pregnancy, whether it happens directly to them, their partner or their baby’s surrogate mother, regardless of the nature of their loss, and whatever their length of service. This policy recognises that pregnancy loss can be a bereavement, and one not isolated to women or heterosexual couples.This policy also applies to team members who may suffer a loss of a child before they turn 18.

This policy also makes no assumptions about how team members suffering a loss feel, or how they want to be treated. It instead aims to outline the support that is available, and advice that may be useful, should they need it.

This policy is for:

• Team members who suffer a pregnancy loss, whether it happens directly to them, their partner or their baby’s surrogate mother;
• Team members who suffer the loss of a child before they turn 18;
• Line Managers of team members who are experiencing or have experienced such losses;
• Colleagues who wish to support fellow team members through such losses.

Everyone’s experience is different, and team members are entitled to discuss bespoke arrangements with their Line Manager.

We’ve provided a list of definitions below for pregnancy loss. When reading, please bear in mind that every individual’s experience is unique.

‘Pregnancy loss’ includes but is not limited to miscarriage, stillbirth, abortion, ectopic pregnancy, molar pregnancy and neonatal loss.

Please note: it can be hard to find the right language to use when describing pregnancy loss. We have chosen to use the most widely-used and accepted terms within this policy but welcome feedback.

All types of parental bereavement and pregnancy loss:

Two weeks’ fully paid leave All team members who have been affected by a pregnancy loss (including partners and those with a surrogate mother) or have lost a child before they turned 18 are entitled to a minimum of two weeks’ leave on full pay. Team members can self-certify without the need for a fit note.

Emotional and physical recovery from such loss does not have a time limit and team members may find they need to take further sickness leave after having returned to work, which they are entitled to as per our Contractual Sick pay clause.

Team members should not feel judged or discriminated against when requesting time off to recover from loss.

Flexible working

When a team member is not on leave, we recognise that flexibility is key to anyone suffering a pregnancy loss, or the loss of their child, and we aim to facilitate flexible working wherever possible. Please view our full Hybrid First policy for more details. However, should team members require a more temporary/flexible change, working arrangements could include:

• A phased return to work
• More breaks and time away from their computer
• A request to reduce working hours on a temporary basis
• Turning their camera off when on video calls