At last, compassion is being written into employment law. Parents in Scotland and across the UK are set to gain the right to bereavement leave after a miscarriage, even before the 24-week mark.
This change is part of Labour’s broader reform of workers’ rights. While it’s still going through the final stages in the House of Lords, it has now been confirmed. By 2027, mothers and their partners who experience a miscarriage will have the legal right to at least one week of paid bereavement leave.
Why Is Bereavement Leave After Miscarriage Important?
Miscarriage affects around 1 in 5 pregnancies, often in the first 12 weeks. Despite how common it is, there has been no legal right to take time off work after one — until now.
Sarah Owen MP from Scotland has played a key role in pushing for this change. Her efforts helped the Women and Equalities Committee conclude that the case for this new right was “overwhelming.”
Vicki Robinson, Chief Executive of the Miscarriage Association, called the change “a hugely important step.” She said it acknowledges the real and often hidden impact miscarriage has on parents.
What Exactly Is Changing for Bereavement Leave After a Miscarriage?
At present, bereavement leave is only a legal right if:
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A baby is stillborn after 24 weeks, or
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A child dies under the age of 18
Learn more at ACAS
Under the new law, if a pregnancy ends before 24 weeks:
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The mother and partner will be entitled to at least one week of paid bereavement leave
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The exact details will be decided after a consultation
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The change will be fully in place by 2027
This is already a major step in the right direction.
What Does This Mean for Employers and Job Seekers?
For employers, this is the time to take action. Some businesses already offer miscarriage leave as a compassionate policy. But this reform sets a legal minimum and a new standard.
For job seekers, especially those planning a family, it’s a clear sign that employee wellbeing is being taken more seriously. It’s moving from optional HR policies to legal protection.
If you’re applying for jobs in 2025, remember: the full policy takes effect in 2027. But many forward-thinking employers may offer it sooner.
What’s Next?
This change is just one part of a bigger picture. Ministers have also promised to review the entire parental leave system, including maternity, paternity, and shared leave. Many agree that the current setup doesn’t work for modern families.
So, whether you’re in HR, recruitment, or looking for your next role in Scotland, keep an eye on these developments. And if you’re an employer, now’s the time to lead by example.
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Emily Bell is a Social Media and Content Executive at s1jobs, leveraging her expertise in digital platforms to create engaging and impactful content. With a BA (Hons) in International Business from the University of Strathclyde, Emily combines her business acumen with a passion for storytelling to connect audiences with meaningful content. Specialising in social media content creation for platforms like Instagram, Facebook, and TikTok, Emily crafts visually compelling posts, reels, and campaigns that captivate audiences and drive engagement. Skilled in social media management and data analysis tools like Google Analytics, she is dedicated to enhancing online presence and delivering measurable results for brands.