The case for pregnancy loss support at work

Few workplace experiences are as isolating as pregnancy loss. Silence, stigma and the absence of clear policies don't just compound grief: they drain loyalty, erode performance and push talent out the door. Yet, nearly one million pregnancies end in miscarriage each year in the U.S. and most organizations lack any dedicated support. 

Surveys consistently show that employees navigating loss are left to improvise. They take vacation time, unpaid leave or simply return to work too soon. The result is predictable: disengagement, burnout and attrition. Research from McKinsey estimates that grief-related absenteeism and presenteeism cost U.S. companies more than $75 billion annually. Replacing a single employee can cost up to twice their salary, making this not a marginal issue but a business continuity issue.

Companies spend heavily on employee engagement and retention, yet often overlook one of the most common reasons employees disengage: feeling unsupported in life's hardest moments. Loyalty is not earned through perks or slogans; it is built through action when employees need it most. According to a 2023 survey on family benefits, eight in ten employees say that support for reproductive and family health is a critical factor in choosing or staying with an employer. Among younger workers, those expectations are even higher. Pregnancy loss must be understood as part of that conversation.

Globally, momentum is building. In the U.K., where I also call home, the government recently expanded bereavement leave to include pregnancy loss and pioneering companies in Europe and beyond have put policies in place that explicitly recognize it. These shifts reflect a new baseline: reproductive health support is no longer "extra," it is essential. In the U.S., however, most workplaces remain silent. 

Forward-looking employers see inclusive bereavement care as more than compassion. It is strategic. Supporting pregnancy loss directly strengthens workforce stability, protects productivity and reinforces culture. The investment is modest: clear policies, tailored resources and training for managers on how to respond. Compared to the costs of attrition and disengagement, these are small steps with outsized returns. They also strengthen brand value as employees, customers and investors increasingly evaluate companies on how they treat people, not just their profits. Inclusive bereavement care communicates values in action.

Our company sees firsthand how unsupported grief affects both people and performance. That is why we are expanding our platform to include pregnancy loss support, helping companies meet this gap directly.

It is about giving employers the tools to respond with clarity and compassion and giving employees the assurance that they are not alone.

Pregnancy loss will always be painful. But in the workplace, it should not be compounded by silence. It is one of the most common experiences employees face. For benefits leaders, I'll leave you with this: if you want to safeguard retention, productivity and workforce stability, pregnancy loss support must stand alongside healthcare and mental health as a core part of your benefits strategy. The companies that recognize this will not only protect their bottom line; they will build cultures of trust, loyalty and resilience.