Few experiences can compare to the trauma and pain of pregnancy and baby loss and BLAW is a time to remember babies and pregnancies that were lost, raise awareness of the impact of pregnancy and baby loss, and support those who have been affected.
It is still a taboo subject but it shouldn't be.
It is estimated that 1 in 4 pregnancies end in loss during pregnancy or birth. With the majority of people wanting to start or grow a family are of working age, it’s safe to assume that most of these losses happen to individuals who are in employment and, when dealing with the physical and mental wellbeing impacts of loss and grief, as an employer your support can be very valuable.
The way you support your employees can have a big impact on how someone copes with the loss and can also on their on their longer-term views on you as an employer. It also lets your other employees whether or not you genuinely care for the health and wellbeing of its employees.
Hear are some ideas you can implement as an employer to support anyone going through such a loss and remember it is not just women.
🦉Raise awareness about the need for pregnancy or baby loss to be recognised as an important workplace wellbeing issue.
🦉Come together and encourage employees to talk about their experiences. While not all workers will be willing to share what they have been through, if you can facilitate a space for them to do so, this can be very powerful and help to remove the stigma around baby loss in the workplace. The aim is to break down the stigma and ensure that people know they will be supported if they want to tell people about their loss.
🦉Ask experts to deliver webinars or events to help break the silence around baby loss and increase understanding. Charities such as Tommy’s also have significant resources to support employers in helping to support their employees.
🦉Having a policy or guidance where pregnancy and baby loss is explicitly referenced, so employees feel empowered to ask for support. It is recommended that organisations consider an employee’s journey to find that information and that any policy is not placed within the maternity/paternity policy of a staff handbook for this reason.
🦉Offer enhanced leave and pay to employees who suffer a baby loss to allow them time to grieve without feeling they have to rush back to work.
🦉 Offer free access to counselling.
🦉Manage absence and leave with compassion and flexibility. This is a significant life event like any bereavement, and it’s important to recognise that grief does not have a timeline and employees will not return to work ‘fixed’, but may need ongoing support.
🦉Upskill colleagues and managers so that they have the skills and confidence to navigate difficult conversations around baby loss.
🦉Recognise and help to minimise the impact of triggers for those who have experienced baby loss, such as new baby announcements, anniversaries and Mothers and Fathers Day.
For further help and support please get in touch.
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