Supporting with Compassion: How to Train Local Government Managers to Support Employees After Pregnancy Loss

Pregnancy loss is a deeply personal and often devastating experience. Yet, in many local government workplaces, it remains a silent grief. Employees may return to work carrying the weight of their loss, often without acknowledgement or support. For those in leadership roles — particularly line managers and team leaders — knowing how to respond with empathy and understanding is essential.

This blog post is designed to help local authority HR teams and service leads provide the right tools and training to their managers. By doing so, we can create a more compassionate, inclusive, and resilient public service workforce — one where no one has to suffer in silence.

“Thoughtful support and management can make a real difference to how people cope with miscarriage, ectopic or molar pregnancy. Acknowledging the loss and asking what the employee needs — even if they don’t know yet — is a powerful first step.”— The Miscarriage Association

Understanding Pregnancy Loss and Its Impact

Pregnancy loss affects around one in four pregnancies in the UK. The emotional toll can be profound — encompassing grief, guilt, trauma, and a deep sense of isolation. Despite this, 63% of UK employers provide little to no support for employees affected by pregnancy loss.

In the public sector, where staff are often delivering essential services under pressure, the emotional impact can be compounded by a sense of duty to “carry on.” But the mental health consequences are real and measurable:

• A BMJ Open study found that 29% of women who experienced early pregnancy loss showed symptoms of post-traumatic stress disorder (PTSD) one month after the loss.

• 24% experienced moderate to severe anxiety, and 11% showed signs of moderate to severe depression.

• The Miscarriage Association reports that many individuals experience high levels of anxiety, especially during subsequent pregnancies.

“It can be difficult to talk about personal matters at work, particularly bereavement and especially the sensitive topic of pregnancy and baby loss. However, we know from listening to those who have been through these experiences that having a supportive workplace is vital for their wellbeing.”— Clare Worgan, Sands

Legal Entitlements and Practicalities in Local Government

While local authorities often lead the way in compassionate employment practices, there is still a gap in statutory protections. Currently, UK law provides two weeks of paid parental bereavement leave for losses after 24 weeks of pregnancy. However, there is no statutory entitlement for miscarriage before 24 weeks, leaving many employees to rely on sick leave or unpaid time off.

“The UK is lagging behind countries like New Zealand, which offers three days of paid leave for miscarriage at any stage. We need to close this gap and ensure all losses are recognised with dignity.”— Ruth Bender Atik, Miscarriage Association

Local government managers should be aware of:

• The difference between sick leave and bereavement leave

• The importance of confidentiality and sensitivity

• How to signpost support services such as occupational health, HR, and employee assistance programmes (EAPs)

• The value of flexible working arrangements to support recovery

“We will ensure your return to work is as flexible as you need it to be.”— Suggested employer response, Miscarriage Association

Opening Up the Culture and Conversation in Local Authorities

Creating a supportive culture around pregnancy loss requires more than policy — it demands open, honest, and empathetic communication. In local government, where teams often work closely and rely on mutual trust, the way we talk about loss matters.

“When employers show compassion and flexibility, it builds trust, loyalty, and resilience. It’s not just about doing the right thing — it’s about creating a workplace where people feel safe and valued.”— Robert Wilson, Sands and Tommy’s Joint Policy Unit

Here are some practical ways to foster a more open culture:

• Acknowledge the loss: A simple “I’m so sorry” can be powerful.

• Respect individual needs: Let the employee guide the conversation.

• Use inclusive language: Avoid assumptions about gender or family structure.

• Normalise the conversation: Include pregnancy loss in wellbeing and mental health strategies.

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• Lead by example: Senior leaders who speak openly help break down stigma.

“My boss only ever paid lip service to the important parts of management where you actually get to know and support your team members. This made me feel like I couldn’t approach her — and it played a part in my decision to resign when the restructure coincided with my wife’s miscarriage.”— Anonymous testimonial, Miscarriage Association

The Business Case for Compassion in the Public Sector

Supporting employees through pregnancy loss is not only the right thing to do — it also makes operational sense. According to Sands and the Miscarriage Association:

• 52% of bereaved parents did not feel supported by their employer

• 64% said their work negatively affected their mental health after a loss

• 20% took time off, and 15% reduced hours or changed roles due to the emotional impact

• 29% of women experienced PTSD symptoms after early pregnancy loss

• 63% of employers offer little or no formal support

“The first step towards a psychologically safe and supportive environment is to start with listening to what staff want and need.”— Clare Worgan, Sands

In local government, where recruitment and retention are ongoing challenges, creating a compassionate culture can improve morale, reduce absenteeism, and enhance employee loyalty.

Final Thoughts

Supporting employees through pregnancy loss is not just a matter of policy — it’s a matter of humanity. For local authorities, where public service is at the heart of everything we do, creating a compassionate workplace is essential.

By investing in training and fostering a culture of openness, we can ensure that no one feels alone in their grief. Managers who are equipped with the right knowledge and tools can make a lasting difference in the lives of their team members — not just in the moment of loss, but in the long journey of healing that follows. If your council or service area is looking to strengthen its approach to pregnancy loss support, start by training your managers. It’s a small step that can lead to a profound impact — for your people, your teams, and your community.