Select committee: Women and Equalities Committee
Conclusion 46
2nd Report - Equality at work: Miscarriage and bereavement leave
Published 15 Jan 2025
Addressed to Government Equalities Office
Women and Equalities Committee Equality at work: miscarriage and bereavement leave All items in this report Report on parliament.uk ↗ Inquiry on parliament.uk ↗
Conclusion (the committee's words)
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.
From: Women and Equalities Committee, 2nd Report - Equality at work: Miscarriage and bereavement leave (HC 335), 15 January 2025
Government response
The government responded to the whole report on 24 March 2025 (deadline 15 March 2025).
Summary written by Accountability Index from the government's response. It is not the government's own words.The Government "accepted the principle of bereavement leave for pregnancy loss" during the Employment Rights Bill Report Stage debate, but the response does not set out a statutory scheme or timetable.
- The Government "agrees that more can be done to support parents who experience pregnancy loss before 24 weeks" and recognises "the gap in support" for those who experience a pregnancy loss before 24 weeks.
- On the Committee's proposed amendments, the Department for Business and Trade "looks forward to further discussions with the Committee" on a statutory entitlement as the Bill moves to the House of Lords.
- On sick leave, the Government recognises that for many women the bereavement period "is not sick leave", but notes that Statutory Sick Pay can be used by those who are unwell due to symptoms related to pregnancy loss and unable to return to work.
- On promoting employer policies, the Government "will work with stakeholders such as CIPD, ACAS and TUC" to understand what can be done to highlight this work and "investigate where existing guidance can be strengthened further". No date is given.