Public Support for Workplace Bereavement Leave
A recent study by E.ON has revealed that 60% of people in the UK believe employers should provide paid bereavement leave for pregnancy loss before 24 weeks. This highlights a growing demand for stronger workplace policies to support those affected. Additionally, 57% of respondents think maternity, adoption, or equal parent leave should be offered beyond 24 weeks of pregnancy loss.
Current Bereavement Leave Regulations
Under current UK law, statutory bereavement leave is only available for pregnancy loss after 24 weeks. This leaves many individuals without formal support during what can be a deeply distressing experience. Advocacy groups such as Working Families are calling for reforms that ensure paid leave is available to all parents facing pregnancy loss, regardless of the stage.
E.ON’s Family-Friendly Approach
E.ON has taken steps to address this gap by providing two weeks of paid leave for pregnancy loss before 24 weeks. If the loss occurs after 24 weeks, its equal parent leave policy applies. This ensures fathers, LGBT+ parents, guardians, adoptive parents, and kinship carers receive the same level of support.
Helen Bradbury, Chief People Officer at E.ON UK, explained: E.ON is dedicated to creating an inclusive work environment where every colleague feels respected and fully supported. Providing comprehensive policies for those experiencing pregnancy loss is not just a business decision, it is the right thing to do. We hope to see more employers following this approach and offering meaningful support during these difficult times.
Personal Testimonies and the Need for Change
An E.ON employee who experienced two pregnancy losses before 24 weeks shared their perspective:
Experiencing pregnancy loss can be both physically exhausting and emotionally challenging. I was fortunate to have an employer that allowed me to take the time I needed. Knowing I had that support made a significant difference in my ability to heal. However, it is concerning that many others do not have access to similar support. More companies need to step up and implement policies that acknowledge the realities of pregnancy loss.
Despite increased awareness, 51% of employees remain unaware of the fertility and pregnancy-related support available in their workplace. Furthermore, only 27% are satisfied with the support provided, demonstrating a clear need for policy improvements.
Expanding Parental Leave Rights
The study also found that many people believe employers should introduce additional parental leave measures, such as:
- Paid time off for pregnancy-related medical appointments (64%)
- Leave for adoption-related commitments (47%)
- Paid leave for parents with a child in neonatal care (62%)
- Equal parent leave for all legally responsible parents (56%)
Jane van Zyl, CEO of Working Families, stressed the urgency of change: Current parental leave policies in the UK fall short in offering sufficient support to many families We urge more businesses to adopt inclusive policies and call on the government to ensure statutory leave provisions cover all parents fairly. These changes benefit employees, families, and businesses alike.”
E.ON’s Commitment to Supporting Families
Beyond pregnancy loss support, E.ON offers additional policies, including:
- Unlimited paid fertility leave for both partners or surrogates
- Paid leave for neonatal care
- Flexible working arrangements available from day one
With more than half of its workforce benefiting from flexible working, E.ON continues to prioritise employee wellbeing, setting an example for other businesses to follow.
