Supporting Employees Through Reproductive Loss
Crafting Compliant and Compassionate Leave Policies
As leaders, our goal is to foster a supportive and inclusive workplace culture. This often extends to acknowledging and addressing the profound impact of reproductive loss, which affects an estimated 1 in 4 individuals. Offering a reproductive loss leave policy demonstrates compassion, empathy, and a commitment to employee health and well-being.
Why Leave for Reproductive Loss is Important
Reproductive loss isn’t just a physical experience; it’s an emotional trauma that may include a period of deep grieving. Trying to navigate work demands while coping with immense loss can be overwhelming. Time off from work allows employees the space to begin that healing process.
Feeling supported during difficult times fosters loyalty and a sense of belonging. A compassionate workplace inspires employees to stay and contribute meaningfully.
Several states, including California, now mandate paid leave for reproductive loss. Staying ahead of legal requirements and embracing ethical practices is critical and can be costly if neglected.
Many of Countsy’s clients are asking how best to support employees experiencing reproductive loss. The landscape changed quickly once California began mandating paid leave for reproductive loss starting in 2024. Similar legislation is pending in other states, which tells us that employers are mindful of the emotional and physical toll of these experiences.
Building Your Reproductive Loss Leave Policy
A good place to start is by reviewing your current leave policies. You can add or update an existing Time Off policy or create a new policy dedicated to reproductive loss events. If you are starting from scratch, here are a few things to consider:
Respect privacy: Treat requests for leave with sensitivity and confidentiality, avoiding unnecessary inquiries about the specific loss.
Define covered losses: Clearly outline scenarios considered for leave, including miscarriage, stillbirth, ectopic pregnancy, failed fertility treatments, adoption, or surrogacy loss.
Specify leave duration: Consider offering paid or unpaid leave options based on the state requirements in which the employee works. The length of time may vary from state to state. For example, in California, employers must provide eligible employees up to five days of unpaid leave after a reproductive loss event. However, an employee taking this protected leave must be allowed to use any acquired sick, vacation, or other paid time off.
Ensure accessibility: Allow flexibility in using leave, whether consecutively or non-consecutively, and establish a clear process for submitting and tracking leave requests.
Implementing Your Reproductive Loss Leave Policy
Clearly communicate: Announce the new policy at an all-hands meeting, update the employee handbook, and offer lunch and learn sessions.
Empower managers: Train managers to respond empathetically to leave requests or direct requests to HR, avoid insensitive language, and maintain confidentiality.
Acknowledge individual needs: Remember that grief manifests differently for everyone. Tailor your responses and support to individual situations.
Remember, implementing a reproductive loss leave policy is a small but impactful step toward creating an inclusive workplace. By demonstrating empathy and providing meaningful support, you can make a difference in the lives of your employees during challenging times.
If you would like assistance implementing a Reproductive Loss Policy, Countsy’s team of HR professionals is ready to help. Contact us today.