While 77% of people who were affected by pregnancy or baby loss returned to work after their loss, more than half (53%) reported that no one talked to them about what had happened.
For more than a quarter (27%) of these people, the lack of communication resulted in feelings of isolation and loneliness. When colleagues did speak to them about their loss, 60% of respondents said that this made them feel supported and listened to, and 33% said they felt better able to manage their workplace relationships.
HR should ensure that people have resources available to help employees navigate loss, suggested Adrian Matthews, head of employee benefits at benefits provider MetLife UK.
Speaking to HR magazine, he said: “Approaching the subject of loss and providing the right support to colleagues that are grieving can feel tricky for HR managers to navigate.
“A lot of it boils down to being empathetic, open and ensuring you have all the support resources available.”
Read more: Dealing with death in the workplace
Creating a specific bereavement policy could help employees navigate conversations around loss, commented Clare Worgan, head of training and strategic planning at Sands.
Speaking to HR magazine, she said: “Having a compassionate and comprehensive HR policy is important. Often pregnancy and baby loss are included in an organisation’s maternity policy, however the content and language of these can be irrelevant and sometimes quite upsetting for someone who is grieving.
“A separate pregnancy and baby loss policy is recommended; one that uses appropriate language and is inclusive of all experiences of loss.”
Sands' research showed that more than half (58%) of people find it hard to talk about loss because of being worried about upsetting the person affected.
When asked what could help people start conversations about loss, 56% cited conversation starters or tips to help if they were worried about saying the wrong thing, and 42% said background information about the different types of loss and grieving.
Matthews said that employers should equip managers with the tools to support employees experiencing loss.
He continued: “MetLife’s Group life cover offers a complimentary bereavement and probate service and support toolkit, which provides practical solutions at a time of need and includes key considerations for managers to help with the impact of a loss in the workplace, and a toolkit to help communicate the support available.
“In most cases, resources, helplines and guides can be added to internal signage, the intranet and attached to staff communications.”
Read more: Baby Loss Awareness Week: How to support your employees
Worgan said that training could help too: "Training can help managers and colleagues understand pregnancy and baby loss, find the words to support bereaved staff and navigate relevant employment law.
"It can make a real difference to the whole workplace, ensuring they can fulfil their duty of care for their staff and contribute to the mental health and resilience of their workforce."
Matthews added that employers should provide tailored support to those affected by grief and their colleagues.
He continued: “Grief is an intensely personal experience and will affect each person differently, so it’s important that they have support which is flexible and sensitive to individual needs.
“While those directly impacted will need ongoing management support, it’s also important not to overlook the knock-on impact on colleagues, friends, and family members too.”
Sands commissioned Focaldata to survey 3,078 people in the UK between 3 and 7 June 2024.
