Free Miscarriage or Stillbirth Leave Plan

Prepared by: [Your Name]

Company: [Your Company Name]

Date: [Date]

1. Introduction

This plan outlines the policies and support mechanisms available for employees who experience a miscarriage or stillbirth. Its goal is to provide comprehensive leave, support, and guidance during a time of profound loss, allowing employees to focus on healing while ensuring their emotional, physical, and professional well-being are addressed.

2. Eligibility Criteria

This policy is available to all employees who experience a miscarriage or stillbirth, regardless of their employment status or duration.

Duration of Employment

The policy applies to all employees, including full-time, part-time, temporary, and probationary staff, with no minimum service requirement.

3. Leave Entitlement

Eligible employees are entitled to the following leave options:

1. Miscarriage Leave

   Employees are entitled to up to two weeks of paid leave following a miscarriage.

2. Stillbirth Leave

   Employees are entitled to up to six weeks of paid leave in the event of a stillbirth.

3. Additional Leave Options

   • Extended Leave: In cases where further time is needed for recovery, employees may request an additional period of unpaid leave or consider using other types of leave (e.g., annual leave, sick leave).

   • Leave for Partner: Employees who are the partner of someone who has experienced a miscarriage or stillbirth may be eligible for up to one week of paid leave to provide support.

4. Application Process

Employees should follow these steps to apply for leave:

4.1 Notification

Inform the line manager or HR department as soon as possible after the event, ideally within 48 hours.

4.2 Documentation

• Provide appropriate medical documentation to HR, such as a doctor’s note, hospital records, or other relevant medical documentation, to support the leave request if necessary.

• HR will keep records confidential in accordance with the company’s privacy policy.

4.3 Leave Approval

HR will confirm leave eligibility and process leave approval as promptly as possible.

5. Support Services

Employees experiencing miscarriage or stillbirth will have access to the following services:

6. Return to Work

We understand that returning to work after such a loss can be difficult. The following guidelines are in place to support employees returning to work:

6.1 Transitional Support

• Flexible Working Options: Employees may request flexible working arrangements, such as remote work, adjusted hours, or part-time hours, to ease their transition back to work.

• Workload Adjustments: Employees may request a temporary reduction in workload, including delegating tasks or postponing non-urgent projects.

6.2 Ongoing Support

• Continued access to counseling and employee support services after returning to work to assist with emotional well-being.

• Check-ins with the HR department or line manager to ensure the employee is adjusting well and to discuss any further accommodations needed.

7. Confidentiality

All information related to the leave and any medical documentation will be handled with the utmost confidentiality in compliance with company policies and regulations, including adherence to data protection laws (e.g., GDPR). Employees' privacy and dignity will be respected throughout the process.

8. Legal Rights and Compliance

This policy is designed in accordance with local labor laws and regulations related to miscarriage and stillbirth leave. Employees are entitled to their legal rights regarding bereavement and parental leave as outlined by national or regional laws, and this policy complements those rights.

• Paid and Unpaid Leave: Employees should be aware of their statutory entitlements in addition to this policy (e.g., maternity or parental leave).

• Discrimination Protections: Employees are protected from any form of discrimination or retaliation related to their use of miscarriage or stillbirth leave.

9. Employee Feedback and Plan Review

This plan will be reviewed annually by HR to ensure it remains effective and aligned with best practices. Employee feedback is encouraged through surveys or one-on-one meetings to ensure the plan addresses their needs.

HR will incorporate any necessary updates, ensuring that policies continue to meet both employee well-being and legal requirements.

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