HEALTH & WELLNESS

Why isn’t miscarriage leave a workplace norm?

By The Established
12 September, 2024

Adopting miscarriage leave policies can be a hallmark of a progressive workplace

Miscarriages and their impacts—both physical and psychological—are often overlooked and underestimated. Recurrent miscarriages can even pose significant risks for future pregnancies, including obstetric complications, placental abruption, and stillbirth. Long-term health issues like cardiovascular disease and venous thromboembolism can also arise as a result. Recognising the physical and emotional toll of pregnancy loss, the Maternity Benefit (Amendment) Act 2017 grants miscarriage leave in India for female employees experiencing miscarriage or medical termination of pregnancy a six-week paid leave entitlement.

Why Miscarriage Leave Makes a Difference

A miscarriage can have profound effects on a woman's health. Physically, it requires medical treatment and a period of recovery. Emotionally, the loss can lead to grief, anxiety, and depression too. Despite these significant impacts, many women feel compelled to return to work almost immediately due to the lack of designated miscarriage leave at their workplace. The time needed for healing varies from person to person, but for most, returning to work immediately after such a loss is simply not feasible. Recognising miscarriage through dedicated leave supports the individual and sends a clear message that the workplace values its employees' well-being beyond their immediate productivity.

Emotionally, the loss can lead to grief, anxiety, and depression. Image: Pexels

The silence surrounding the subject of miscarriage often creates a barrier in communication. Image: Pexels

Can Miscarriage Leave Foster a More Compassionate Workplace?

The silence surrounding the subject of miscarriage often creates a barrier in communication. "Miscarriage leave can be very helpful in the healing process, both emotionally and physically," says psychologist and counsellor Hansika Kapoor. However, she also adds that the best way to  implement it is to keep it discreet, as expectant parents may be wary of disclosing this personal information in the workplace. 

Adopting miscarriage leave policies can be a hallmark of a progressive workplace. By addressing this often-ignored issue, companies send a clear message that they recognise the emotional and mental wellness of their employees. This fosters a more compassionate work environment with several benefits:

  • Reduced stigma: Employees feel comfortable discussing their experiences without fear of judgment or repercussions. This openness can be a source of comfort and support for others who may find themselves in similar situations.

  • Increased employee loyalty: When companies demonstrate genuine care for their employees’ well-being, it fosters loyalty and a stronger sense of belonging to the organisation. This can lead to a more positive work climate and improved employee retention.

When companies demonstrate genuine care for their employees’ well-being, it fosters loyalty and a stronger sense of belonging to the organisation. Image: Pexels

"Miscarriage leave is an indicator of an empathetic workplace, as this time off can help seek medical care, therapy, or support groups, which are crucial aspects of the healing process," says Hansika Kapoor. Image: Pexels

  • Enhanced manager-employee relationships: Such kinds of policies encourage open communication between managers and employees. This can strengthen relationships and build trust within the team.

Can Miscarriage Leave Foster Progressive Workplace Culture?

"Miscarriage leave will definitely be an indicator of a progressive and empathetic workplace, and this time off can facilitate seeking necessary medical care, therapy, or support groups, which are crucial aspects of the healing process," says Kapoor. Navigating the physical and emotional aftermath of miscarriage requires dedicated time and space. The absence of such leave can force employees back to work prematurely, diminishing employee morale and productivity. Kapoor also encourages employers to do their best to support women and their partners who have experienced a miscarriage, directly or indirectly. 

How Can We Advocate for Miscarriage Leave as a Workplace Norm?

Change starts with education and having open conversations. Employees can initiate discussions with the  HR team or leadership, emphasising the need for miscarriage leave policies. Sharing personal experiences,if comfortable, can be a great way to start. Educate management and employees about the impact of a miscarriage and the importance of dedicated leave. 

Highlight the positive impact on employee morale and retention. Miscarriage is a common occurrence, and employees who experience loss and feel supported by their workplace are more likely to encourage engagement and productivity. Additionally, miscarriage leave demonstrates the company's commitment to diversity, equity, and inclusion. A supportive workplace fosters a sense of belonging for all its employees, regardless of their personal experiences. 

"Miscarriage leave can be advocated within organisations by proposing specific guidelines and policies to avail of it,in addition to maternity leave," says Kapoor. Moreover, working with legal and medical professionals ensures that the policies comply with local laws and reflect best medical practices. Continuous feedback is necessary to refine and improve the policy, and public commitments from companies can set a standard and encourage others to follow suit.

Kapoor further suggests that in addition to miscarriage leaves, companies can implement several other policies to establish a progressive workplace, such as offering flexible work arrangements, providing comprehensive parental leave for both parents, offering childcare assistance through crèches or childcare grants, and promoting a culture of diversity and inclusivity to support all kinds of family structures.

Why Miscarriage Leave is a Necessity

Incorporating miscarriage leave is not just a compassionate response but a fundamental shift in workplace culture. It acknowledges the reality of pregnancy loss, which impacts millions worldwide every year. By offering this support, organisations can move beyond the transactional nature of employer-employee relations to acknowledge the human element. This human-centred approach fosters loyalty, trust, and a deeper sense of belonging within the workforce. It helps create a ripple effect within the larger organisation, setting a precedent for prioritising mental and physical health, resulting in a more engaged and productive workforce.

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