Changes to bereavement rights in the workplace could soon have a significant impact on how employers support staff during some of life’s most difficult moments. The Government’s new consultation on bereavement leave, including pregnancy loss before 24 weeks, marks an important shift in how loss is recognised and understood at work.
If you’re an employer or HR decision-maker, this article will help you understand what’s being proposed, who the changes could apply to, and what steps you may need to take. You’ll learn how the reforms could reshape your policies, your responsibilities, and the way sensitive conversations are handled across your organisation.
If you’d like guidance on reviewing your policies or preparing your managers for these changes, our Employment Law solicitors can help you create a supportive, compliant approach that works for your business.
Contents:
Understanding the proposed changes
Statutory bereavement leave currently only applies to parents who lose a child under the age of 18, or who experience a stillbirth after 24 weeks of pregnancy. In all other cases, it is up to employers to decide what, if any, leave to offer.
The new proposal would change that. The Government is consulting on creating a day-one right to at least one week of unpaid bereavement leave, which employees could take within 56 days of a loss. Crucially, this would cover early pregnancy loss as well as other types of bereavement.
The consultation is exploring who should be eligible for this right and how widely it should apply. That includes losses involving close family, extended relatives or even chosen family and friends. It also asks whether partners and co-parents should be covered when pregnancy loss occurs, not only the person who experienced it physically.
These details will be finalised once the consultation closes in January 2026, with draft regulations expected later that year and implementation likely from 2027.
What this means for employers
The proposed right signals both a practical and cultural shift. It will be important for employers to review their existing policies and make sure they reflect the broader understanding of bereavement that the law is moving towards. That includes checking compassionate leave procedures, updating employee handbooks, and ensuring clarity around what is paid and unpaid leave.
Equally important is the human side. Managers and business leaders will need to feel confident holding difficult conversations, particularly when pregnancy loss is involved. Compassion, privacy and flexibility will matter as much as legal compliance.
Even though the leave may initially be unpaid, the spirit of the proposal is about recognition - acknowledging the emotional impact of loss and allowing employees the space to grieve without fear of repercussions. For many smaller businesses, taking a supportive approach will not only help affected employees but also strengthen trust and loyalty across the wider team.
Creating a compassionate workplace
This consultation is a reminder that employment law continues to evolve in step with social expectations. It’s about more than new rules; it’s about embedding empathy and understanding into the fabric of workplace culture.
While some employers already offer generous bereavement policies, the introduction of a statutory right would set a clear national baseline. Going beyond the minimum can be a powerful signal that your business values its people as individuals, not just employees.
Legal insight
The proposed reforms around bereavement leave, including pregnancy loss, will ask employers to think carefully about policy, communication and culture. It is not just about compliance, but about compassion.
If you would like to review your policies or train your managers to handle sensitive situations with confidence, our employment law solicitors can help. We work with SMEs across the UK to create practical, legally sound frameworks that support both business needs and employee wellbeing.
Get in touch with our Employment Law solicitors to prepare for the upcoming changes and make sure your workplace remains fair, supportive and compliant.
