We are continually striving to foster a culture of improved wellbeing inside and outside of the workplace. We want to help our team achieve their full potential. It is the Refresh way and a core part of our culture and values.
As part of our ongoing dedication to mental health and wellbeing, we are proud to announce an update to our HR and wellbeing policy: the introduction of enhanced support for employees affected by baby loss.
The decision to introduce this policy is personal and heartfelt. Every day in the UK, 13 families face the heartbreaking experience of losing their baby before, during, or shortly after birth. This amounts to 4,500 babies each year, with miscarriage affecting as many as 15% of all pregnancies.
We believe that all types of pregnancy loss, whether at six weeks or after full-term birth, should be recognised and supported. Losing a baby at any stage of pregnancy is an incredibly painful and traumatic experience, and it can take time to heal both physically and emotionally.
Currently, under UK Law, parents that lose a baby before 24 weeks aren’t entitled to any leave or pay. At Refresh, we know we can do better than that. That’s why we’ve introduced a policy that applies to all forms of baby loss, including miscarriage, ectopic pregnancy, molar pregnancy, termination for medical reasons (TOPFA), stillbirth, neonatal death, and Sudden and Unexpected Death of an Infant (SUDI).
Our updated policy also comes following our partnership with Sands, the UK charity supporting those affected by the death of a baby. Learning about Sands and raising money for the charity over the past year has taught us how devastating baby loss can be, not only for the mother but for both parents, partners, and families involved.
As we have learned from Sands and our bereavement training, grief surrounding baby loss is complex and differs greatly from person to person. There is no set timeline for recovery, and grief can resurface at unexpected times. We have decided to recognise this by going beyond what current employment laws provide and creating a policy that reflects the real needs of our team.
To honour our commitment to this cause, we have launched our very own Baby Loss Policy, designed to ensure our team members receive the care, understanding, and support they need during this difficult time.
The details of Refresh’s Baby Loss Policy
The introduction of our Baby Loss Policy is rooted in the recognition that there is no one-size-fits-all response to grief. Each family, and each individual, will navigate their loss differently. Our goal is to create an environment where our employees feel comfortable taking the time they need to recover, without fear of discrimination or stigma.
Key elements of our Baby Loss Policy include:
- Minimum two weeks leave: Regardless of gestation, any employee who experiences pregnancy or baby loss is entitled to a minimum of two weeks of leave. This ensures time for physical recovery and emotional processing.
- Phased return to work: We understand that returning to work after such a loss can be daunting. A phased return can be arranged, allowing employees to ease back into their responsibilities at their own pace.
- Additional leave for birthdays and anniversaries: Recognising that grief often resurfaces on significant dates, we offer additional paid leave around the anniversaries of the loss, should it be needed.
- Paid time off for appointments: Employees can take paid time off to attend any medical follow-ups, therapy sessions, or other appointments related to their loss.
- Flexible working consideration: To help ease the transition back to work, flexible working arrangements will be considered. Whether it’s adjusting hours, working remotely, or even moving to an alternative role in the agency, we will aim to accommodate the unique needs of each employee.
- Support resources and training: In partnership with Sands, we will be conducting Bereavement in the Workplace training for new starters and line managers to ensure everyone is equipped to handle these sensitive situations with care and understanding. We will also provide access to resources from Sands for any employees who need them.
Why this matters
We are proud to be setting a new standard for employee wellbeing, especially when it comes to such a deeply personal issue as baby loss. We believe that everyone deserves to feel supported through life’s most challenging moments, and this policy reflects our commitment to creating a compassionate workplace.
By taking these steps, we hope to ease some of the pressure that baby loss places on parents. While we know that no policy can take away the pain, we hope that it can provide some comfort knowing that they are not alone in their grief.
Our partnership with Sands
Sands works to reduce the number of babies who die before, during, or shortly after birth through research, education, and awareness. The charity also provides emotional support for families who have experienced the tragic loss of a baby, ensuring they do not feel isolated in their grief.
Our partnership with Sands has included bereavement training, and raising over £1,051 to support their vital work. Sands has also been able to use our office space for support meetings and to create informative videos, further strengthening our partnership and commitment to the charity.
Speak to Sands directly
If you or someone you know is struggling with the loss of a baby, please remember that help is available. You can speak to Sands directly for safe, confidential advice and support.
Sands Helpline: 0808 164 3332
Email: helpline@sands.org.uk
We hope that our continued partnership with Sands and our updated HR policies can pave the way for greater awareness and support for those experiencing baby loss. We also hope to inspire other businesses and organisations to adopt similar policies.