Employer guide · Reviewed 2 November 2026
Pregnancy loss and the new bereavement leave right: a guide for HR
From April 2027, the announced statutory bereavement leave right in Great Britain is expected to cover pregnancy loss before 24 weeks. It will give eligible employees and their partners up to two weeks of unpaid leave. Regulations and detailed guidance are still to come.
What pregnancy loss is included?
The government announcement includes miscarriage, termination and unsuccessful IVF embryo transfer before 24 weeks. It extends to the person who experienced the loss and, in specified circumstances, their partner, the other biological parent and intended parents in a surrogacy arrangement. A stillbirth from 24 weeks is covered by existing parental bereavement rules for eligible parents.
How the announced leave works
- Up to two weeks, based on the employee’s usual working pattern.
- Available from the first day of employment.
- Unpaid as a statutory minimum; employers can choose to pay.
- Can be taken within 56 weeks and split into separate days.
- No evidence is required for the statutory entitlement.
How employers can respond with care
- Let the employee decide how much to share; do not ask for unnecessary detail.
- Remember that partners and intended parents may also be affected.
- Discuss a return-to-work plan and any short-term flexibility that would help.
- Signpost relevant specialist support without making assumptions about what someone needs.
- Train managers to respond with compassion and explain the policy consistently.
Pregnancy-related illness and bereavement leave are different matters. The government says further guidance will explain how the new leave interacts with other entitlements. Avoid treating this guide as a substitute for current legal or medical advice.
Use the free BereaveGuide policy generator as a starting point, and revisit it when official regulations are published. Read the government announcement. This guide is general information, not legal or medical advice.