Recommendations & Conclusions
4 items
46
Conclusion
2nd Report - Equality at work: Miscarri…
Not Addressed
conclusion Sick leave is an inappropriate and inadequate form of employer support in the aftermath of a miscarriage or pregnancy loss. It does not afford women adequate confidentiality or dignity and puts them at high risk of employment discrimination. The low rate of Statutory Sick Pay means that many women …
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conclusion Sick leave is an inappropriate and inadequate form of employer support in the aftermath of a miscarriage or pregnancy loss. It does not afford women adequate confidentiality or dignity and puts them at high risk of employment discrimination. The low rate of Statutory Sick Pay means that many women and their partners simply cannot afford to take the time off they need, putting their wellbeing and future work prospects at risk.
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Government response AI summary
The government response details existing entitlements for pregnancy loss after 24 weeks (stillbirths) and general emergency leave, but does not address the conclusion that sick leave is an inappropriate and inadequate form of support for pre-24 week pregnancy loss.
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Government Equalities Office
47
Recommendation
2nd Report - Equality at work: Miscarri…
Accepted
recommendation There has been good progress among employers in recent years in acknowledging miscarriage as a bereavement. An increasing number are establishing excellent pregnancy loss policies, including generous and flexible periods of paid leave for women and partners. The benefits, for employees and employers, of a generous and flexible approach …
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recommendation There has been good progress among employers in recent years in acknowledging miscarriage as a bereavement. An increasing number are establishing excellent pregnancy loss policies, including generous and flexible periods of paid leave for women and partners. The benefits, for employees and employers, of a generous and flexible approach are clear and far outweigh the minimal costs of establishing such schemes. However, we are concerned that such schemes are not always sufficiently well promoted. The Government should work with organisations including the Chartered Institute for Personnel and Development, the Advisory, Conciliation and Arbitration Service (Acas) and the Trades Union Congress, to promote the benefits of generous and flexible pre- 24-week pregnancy loss leave policies and strengthen guidance to ensure that, where such policies are in place, managers, employees, and prospective employees are aware of them.
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Government response AI summary
The government accepted the principle of bereavement leave for pregnancy loss and looks forward to further discussions on a statutory entitlement as the Employment Rights Bill progresses. New guidance has also been issued to support NHS employers in providing advice and support for staff affected …
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Government Equalities Office
48
Conclusion
2nd Report - Equality at work: Miscarri…
Rejected
conclusion While there have been incremental improvements in recent years, substantial gaps in employer-led provision remain. The case for a minimum standard in law is overwhelming. A period of paid bereavement leave should be available to all women and partners who experience a pre-24-week pregnancy loss. 17
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conclusion While there have been incremental improvements in recent years, substantial gaps in employer-led provision remain. The case for a minimum standard in law is overwhelming. A period of paid bereavement leave should be available to all women and partners who experience a pre-24-week pregnancy loss. 17
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Government response AI summary
The government acknowledges the insensitivity of classifying miscarriage bereavement as sick leave but argues that Statutory Sick Pay (SSP) and existing ACAS guidance are available and appropriate, effectively declining to commit to a new minimum legal standard for paid bereavement leave.
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Government Equalities Office
49
Recommendation
2nd Report - Equality at work: Miscarri…
Acknowledged
recommendation We intend to table amendments to the Employment Rights Bill in the name of our Chair for consideration at Report stage. The amendments are set out in annex B of this report. They seek to extend the same entitlements to statutory parental bereavement leave and pay as are currently …
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recommendation We intend to table amendments to the Employment Rights Bill in the name of our Chair for consideration at Report stage. The amendments are set out in annex B of this report. They seek to extend the same entitlements to statutory parental bereavement leave and pay as are currently available to parents bereaved by the loss of children and stillbirths to employees who experience pre-24-week pregnancy losses. This would include those who experience miscarriage, ectopic pregnancy, molar pregnancy, in vitro fertilisation embryo transfer loss, and terminations for medical reasons. We call on the Government to support our amendments, or bring forward its own, to ensure that all those who experience the physical and emotional pain and grief of pregnancy and baby loss are able to access the support they need. 18
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Government response AI summary
The government fully accepts the principle of bereavement leave and commits to working with stakeholders such as CIPD, ACAS, and TUC to explore further actions, but does not explicitly commit to supporting the proposed amendments or bringing forward its own legislation at this stage.
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Government Equalities Office