The Hidden Impact of Pregnancy Loss at Work Podcast

In October, Faith’s Lodge President & CEO Kelly McDyre sat down with Justin Clifford from Bereave to discuss the often-overlooked impact of pregnancy loss in the workplace. Read some key highlights of their discussion below, or listen to the full conversation by following the link at the bottom of this page.

How to Support Those Grieving Pregnancy Loss

For those who want to support grieving parents, a key takeaway is to validate the loss. Acknowledge how difficult it is without seeking comfort from the grieving parents, which can unintentionally shift the focus away from their grief. See the Ring Theory as Kelly mentions below, the grieving parents are at the center. A grieving parent should be allowed to express their emotions outward, while those further out provide support inward. Grieving parents should be able to focus on their grief and speak to those outside the circle. Additionally, resist the urge to share your own experiences or compare losses; while it’s natural to want to relate, this is often counterproductive. By offering support inward and sharing your own emotions outward to those further from the loss, you can help maintain the space grieving parents need to process their pain.

The Ring Theory

This is why programs like Faith’s Lodge’s Hope Works Here exist—to help workplaces navigate these difficult conversations and better support employees going through grief. When addressing pregnancy loss in the workplace, the focus should be on recognizing it as a significant loss, not just a medical event. One glaring issue is the inadequate bereavement policies in many companies. Some companies reducing maternity leave to just five days of bereavement leave after a pregnancy loss. Considering the profound physical, emotional, and mental toll of pregnancy loss, this is far from enough.

Workplace Bereavement Policies

Most U.S. employers only offer three days of bereavement leave, which is often insufficient for those grieving pregnancy loss. Companies can move away from assigning value to relationships to determine the length of bereavement leave and instead adapt policies to better meet the needs of grieving employees. Employers may not always know what’s happening in their employees’ lives. But they can create a culture that allows grieving individuals to feel comfortable sharing their needs and advocating for themselves.

Supporting grieving employees isn’t just a compassionate act—it also benefits the company. A thoughtful bereavement policy can enhance employee retention, build loyalty, and create a more productive workplace. It’s much more cost-effective to retain good employees than to replace them. By creating policies that allow for open conversations around tough topics like pregnancy loss, companies can foster a supportive workforce.

Steps to Support Grieving Employees

• Acknowledge and validate their loss: Simply listening and acknowledging their grief can make a world of difference.

• Provide resources: Managers should be aware of available resources. Create plans to help cover the employee’s workload and relieve them of additional stress.

• Take action: Instead of saying “Let me know what you need,” offer concrete options. Those grieving often can’t articulate what they need.

• Create a culture of open conversation: Employers can bring in speakers, start tough conversations, and prioritize creating environments where difficult topics are discussed freely.

• Businesses have the opportunity to support their employees through one of the most challenging times in their lives. Steps should be taken to reevaluate policies and foster a culture of compassion. Doing so will not only help grieving parents but will also lead to a more engaged, loyal, and productive workforce. Pregnancy loss is a significant loss and should be treated as such, whether seen or unseen.

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