Supporting bereaved parents in the workplace: Understanding your rights and upcoming changes

Experiencing the loss of a child is an unimaginable experience, but one that many people unfortunately have to face.

For parents navigating this heartbreak and grief, understanding their workplace rights shouldn’t add to their worries.

Currently, bereaved parents have certain legal protections and entitlements, but upcoming changes proposed in the Employment Rights Bill (the Bill) could enhance these significantly.

The current parental bereavement rules

Under current UK employment law, parents who lose a child under the age of 18 or experience a stillbirth after 24 weeks are entitled to statutory parental bereavement leave and pay.

This provides up to two weeks of leave, which can be taken either consecutively or separately.

Employers must offer this leave, ensuring grieving parents have essential time to process their loss without the additional stress of immediate work obligations.

However, many advocates have long argued that two weeks is insufficient, particularly when considering the profound emotional, mental, and practical impacts of losing a child.

What is changing in the Employment Rights Bill

Recognising this, the upcoming Bill proposes crucial reforms, extending the length of statutory leave and broadening eligibility criteria to offer greater support.

The proposed changes include:

Increasing the duration of statutory bereavement leave beyond two weeks, recognising that grieving timelines are deeply personal.
Widening eligibility criteria to include miscarriages before 24 weeks, acknowledging that loss at any stage deserves compassion and support.
Strengthening protections to ensure bereaved parents can return to their roles with confidence and the necessary workplace adjustments.

These enhancements aim to offer more comprehensive support, fostering workplaces that understand and respect the profound impacts of child loss.

However, employers don’t have to wait for the law to change to support bereaved parents meaningfully.

By proactively introducing compassionate leave policies, offering flexibility around returning to work, and ensuring ongoing emotional support, employers can significantly ease the burden for affected parents.

Grief is unpredictable and each person has their own experiences with loss. It is important to bear in mind that no two circumstances are the same, and they should all be treated with the utmost compassion and sensitivity.

If you’re an employee or employer seeking clarity on your legal rights and obligations regarding bereavement leave, our team are here to offer compassionate, expert guidance.