In one of the episodes of Rouya’s upcoming podcast–stay tuned!–Maryam Al Dabbagh and I explored how small businesses are pioneering feminist work policies and human-centric HR practices. We touched on what makes HR policies ‘feminist,’ who benefits from them (spoiler alert… everyone), and how a company might find itself in a position to be able to integrate these types of policies into their work culture. We determined that since small businesses can implement changes swiftly due to flatter organisational structures, they are able to respond to the needs of their employees and the market with less red tape and faster decision-making processes.
Since feminist work policies prioritise gender equality, they aim to dismantle systemic barriers and create inclusive environments where everyone has equal opportunities for advancement. These types of policies generally advocate for things like equal pay, parental leave, and flexible working hours.
In our conversation, we explored the importance of Parental Leave, including Maternity and Paternity Leave, which together recognise the crucial role that both parents play in welcoming a child into a new family. This inevitably led us to the topic of Miscarriage Leave, or my preferred term: Pregnancy Loss Leave.
While pregnancy loss is not discussed openly, it is an incredibly painful and profound experience for many. While I personally haven’t gone through it, I have seen firsthand the emotional toll it has taken on close friends who have gone through this heartbreak. The sheer prevalence of pregnancy loss among those close to me has instilled a deep, and somewhat irrational, fear within me that often keeps me awake at night. It’s a fear rooted in the reality that this could be a path I inevitably walk someday. Seeing so many women in my circle face this heartbreaking journey has made me acutely aware of the fragility of life and the emotional toll that pregnancy loss can bring. For me, this is a stark reminder of the challenges and uncertainties that many women (and men) may face on our own paths to parenthood. This is why I believe so strongly that true feminist policies must provision for Pregnancy Loss Leave. In this blog post, I explore current standards and make the case for the pressing need for this special type of paid leave.
The global reporting mechanisms of miscarriages are complex, but despite the variances in the definitions and cultural influences on disclosure, the available statistics show that miscarriages affect approximately 10-20% of known pregnancies worldwide. Society stigmatises speaking about pregnancy loss, leaving individuals to navigate this grief in silence, particularly within the workplace.
Pregnancy Loss Leave stands at the intersection of Maternity Leave and Bereavement Leave. The former is typically taken when a child is born and the latter addresses the loss of a family member. Pregnancy Loss Leave recognises miscarriage as a distinct and significant event that requires dedicated time off and also stands apart from Sick Leave, emphasising the need for a compassionate and supportive approach that goes beyond just physical recovery. This specialised leave not only provides the necessary space for healing, but more importantly, validates the grieving process experienced by individuals and families.
So, what laws are we looking at?
In the UAE, the labour law addresses both paid Maternity and Paternity Leave, as well as extended Maternity Leave due to complications or illness of the mother or child after birth. However, nowhere do modern laws address miscarriage or any additional Paternity Leave outside of the standard leave for fathers that can be taken within the first 6 months of the child’s birth. In fact, to date, only three countries have legislations that specifically address miscarriage: New Zealand, India, and the Philippines.
In New Zealand and India, female employees are entitled to six weeks of paid Miscarriage Leave, while the Philippines applies an equal, paid two-month leave for maternity, miscarriage, and emergency termination of pregnancies. In contrast, other countries do not have explicit policies addressing miscarriage leave, often leaving the decision to state-level government or private company policies.
Government policies aside, why should companies recognise the importance of Miscarriage Leave? Glad you asked…
Introducing Miscarriage Leave can bring a slew of benefits to employers. Being there for your team during tough times boosts morale, strengthens loyalty, and boosts workplace culture and diversity. For the linear thinkers out there: It is a strategic move for a company’s reputation; showing that you truly care about your employees can make you a magnet for top talent.
Designing inclusive policies isn’t something you do on a whim. It takes careful planning and consideration. You have to lay out clear guidelines that include equal accessibility for both women and men, recognising that men also experience emotional and psychological impacts during pregnancy loss. Additionally, HR professionals need to be trained to ensure that cases are handled with confidentiality and sensitivity. Companies that roll out Miscarriage Leave policies demonstrate that they understand the complexities of pregnancy loss. They prioritise their employees’ well-being during tough times, and that speaks volumes about their values.
There might be some pushback against Miscarriage Leave from those who worry about workflow disruptions or costs. However, the reality is that women will have to take time off to recover after a miscarriage. Men will have to take time off to support and care for their partners. The only question that remains is how a company will log it into their HR system.
In a nutshell, I don’t see Pregnancy Loss Leave as nice-to-have; I believe it is essential. It is part of the bigger picture of creating supportive workplaces, and slides in perfectly under the umbrella of feminist work policies. By acknowledging the unique challenges of pregnancy loss, organisations can create environments where everyone feels valued, respected, and supported. It is time for companies to embrace feminist work policies and pave the way for a future of a more compassionate workplace.
