Thanks to your support, we’ve continued to deliver vital help, drive awareness, and demand lasting change.

Take a look at some of the key highlights from our 2024-2025 Impact Report below, or view the full report for more stories and insight, here.

Our year in numbers

Since April 2024, thousands of people turned to us for understanding, guidance and practical support. Through our helpline, website, social media and peer support spaces, we’ve been there to listen, inform and offer guidance to those affected by pregnancy loss.

Extended support hours

Listening to our community, we extended our helpline and live chat hours to include two evenings a week, meaning we could be there for even more people when they needed us most.

We also joined the UK’s professional Helplines Partnership, helping us maintain the highest standards of care and best practice, share the impact of our support services more widely, and raise greater awareness of our cause.

Our Leave For Every Loss campaign

In December 2024, we launched our Leave for Every Loss campaign, calling for legal change so that women and their partners who experience pregnancy loss before 24 weeks can take bereavement leave from work.

Improving workplace support

Alongside campaigning for legislative change, we’ve worked with organisations across sectors to improve support in the workplace.

Celebrating our amazing fundraisers

Your dedication and passion help us raise the vital funds that keep our support free, accessible and available to anyone who needs it. Together, you’ve helped us reach thousands of people when they needed it most.

Looking ahead

As we look forward, we’ll keep striving to reach even more people, ensuring that everyone affected by pregnancy loss receives the understanding, care and support they deserve.

A donation can make all the difference

Help us be there when people need us most, and continue advocating for better care, understanding and support for anyone going through the heartbreak of pregnancy loss.

Previous Impact Reports

Impact Report 2023-2024

Impact Report 2022-23

Annual Review 2021-22

Annual Review 2020-21

Annual Review 2019-20

Annual Review 2018-19

Annual Review 2017-2018

The post Our Impact Reports appeared first on The Miscarriage Association.

Whether you’re a HR professional, a manager, or team member, these sessions will equip you with the knowledge, skills, and practical steps to create a more compassionate and supportive workplace. You’ll gain insight into the emotional, physical, and professional impact of pregnancy loss, understand upcoming changes in employment legislation, and discover how your organisation can make a genuine difference for fellow employees.

Below, you’ll find details of our upcoming sessions. Each one is free to attend, easy to join online, and filled with practical insights you can put into action straight away. With limited spaces available, we recommend booking soon to guarantee your spot.

Thursday 4 Sept, 12-1pm
Pregnancy Loss Awareness & Action: Our Workplace Pledge

For all staff: including HR professionals, managers and colleagues at all levels

Join us for this free, interactive session exploring how we can better understand and respond to pregnancy loss in the workplace. Delivered with care and clarity, this session is designed to raise awareness and encourage supportive action within organisations of all sizes and sectors.

This session will include:

• An introduction to pregnancy loss – helping to build shared understanding
• Physical, emotional and practical implications
• Ways to create a supportive work environment
• Our Pregnancy Loss Pledge – what it is, why it’s important and how to show your commitment
• Illustrative case studies showcasing effective workplace practice

Click here to book your space on Thursday 4 September

Thursday 11 Sept, 1-2pm & Tuesday 14 Oct, 12-1pm
Statutory Bereavement Leave for Pregnancy Loss is Coming: How Employers Can Prepare

For HR managers/teams and people managers

Pregnancy loss is often experienced as a deeply personal and sometimes invisible grief. As employment legislation evolves to better recognise the impact of this profound loss, it’s important that HR and people managers are equipped with the knowledge and skills to prepare for the upcoming changes

This session will include:

• The planned extension of statutory bereavement leave to include pregnancy loss – and your organisation’s responsibilities under the new legislation
• The benefits and challenges of the new policy
• Considerations for effective implementation
• Proactive steps you can take now
• How we can help you to create and sustain a supportive and compassionate workplace
• A Q&A session

Click here to book your space on Thursday 11 September

Click here to book your space on Tuesday 14 October

Our Lunch and Learn sessions are just the starting point. We also offer in-depth, tailored workplace training to help organisations embed lasting change, from bespoke workshops and manager training, to tailored pregnancy loss policy consultations designed for your organisation’s specific needs.

Find out more about our tailored workplace training

If you haven’t already, we encourage you to join the growing number of employers who have signed our Pregnancy Loss Pledge. A clear and public commitment to supporting staff through pregnancy loss, and a powerful way to show leadership in workplace compassion.

Find out more about the Pregnancy Loss Pledge

The post Pregnancy Loss and the Workplace: Lunch and Learn Programme appeared first on The Miscarriage Association.

We believe that anyone who experiences pregnancy loss before 24 weeks — including partners — should have the legal right to bereavement leave from work. That’s why our Leave for Every Loss campaign called for a vital change in the law.

Where are we now?

• In July 2025, there was success for our Leave for Every Loss campaign, with the Government committing to formally recognise pre-24-week pregnancy loss as a bereavement in future employment legislation leave. Read more here.
• On 15th October 2025, leaders, campaigners and supporters gathered at the House of Commons to celebrate a historic step forward in workplace rights. Hosted by Sarah Owen MP on behalf of the Miscarriage Association, and supported by the Co-op, the event brought together more than 60 guests who helped make this change possible. Read more here.
• On 23 October 2025, the Government launched a public consultation titled “Make Work Pay: leave for bereavement including pregnancy loss”, seeking views on the detailed rules around eligibility, timing, duration and evidence for the new entitlements. Read more here.
• While this is a major step forward, with miscarriage to be recognised as the bereavement that it is, the proposed entitlement of a minimum of one week’s unpaid leave is less than the two weeks paid leave our campaign called for.
• Implementation is expected in 2027 but we’ll be regularly updating our blog with the most up to date information.

What you can do to get ahead

With change on the horizon, here’s how you can ensure you’re prepared and in the know to support employees affected by pregnancy loss:

• Take a look at our training offerings – we provide bespoke and open training workshops, to equip you with the knowledge and skills to implement the best support in your workplace.
• Make a lasting commitment to creating a safe, supportive environment, with flexible and inclusive support for your employees, by signing our Pregnancy Loss Pledge.
• Ensure you know how to navigate conversations around pregnancy loss with care and empathy. Our 5 things to say to an employee affected by pregnancy loss poster provides suggestions of how you can discuss your employees’ needs and requirements.
• Update or create your pregnancy loss policy, so that your employees can access your processes and guidance easily when they need it. We offer a policy guidance service, and a free template.

Charity Support 

We’re proud to have the backing of fellow charities: Tommy’s, The Ectopic Pregnancy Trust, Sands, Antenatal Results and Choices, Aching Arms, the NCT, MISS (Miscarriage Support Scotland), Worst Girl Gang Ever and Pregnant Then Screwed.  

Our campaign has also been formally backed by the Co-operative, the Trades Union Congress, and the teachers’ union NASUWT.  

Any effort, big or small, to raise the profile of our campaign can make a big difference. Here are some ideas of how you can get involved, and help us achieve Leave for Every Loss:   

For the media: 

• For further information about our campaign or the forthcoming changes to bereavement leave legislation, please email victoria@miscarriageassociation.org.uk.

 Thank you to everyone who supported our Leave for Every Loss Campaign 

The post Together we achieved Leave for Every Loss appeared first on The Miscarriage Association.

What prompted your charity to look at taking the Pregnancy Loss Pledge?

At M&S, we’re committed to supporting all colleagues who suffer the loss of a pregnancy or child, whether it happens directly to them, to their partner or their baby’s surrogate mother. We recognise that each experience of baby loss is unique and not everyone will feel able to talk about their experiences or feel that they need help. However, it is our role at M&S to create a trusting environment in which colleagues know there is always help and support available to them, should they need it. 

How did you go about this?

At M&S we have had a standalone policy for circumstances of baby loss for a few years. However, we decided to sign the Pregnancy Loss Pledge after it was suggested to us by a colleague, as part of our CEO suggestion scheme, ‘Straight to Stuart’. We saw the pledge as a great way to consolidate our existing support, and we were pleased to make our stance an external commitment too.  

What was the end result?

We have a standalone policy to ensure that all colleagues who have been affected by pregnancy loss/baby loss, have the support they need. This includes paid leave, flexibility returning to work that suits each colleague’s circumstances, as well as specialist support through our Employee Assistance Programme. This includes whether it happens to them, their partner or the surrogate having their baby – and there is no limit, if they are affected by more than one loss.  

Importantly, we also want to respect the privacy of our colleagues. Within our policy we acknowledge how difficult it can be to discuss matters as personal as this in general, let alone at work. As such, our policy makes it clear that if colleagues would prefer not to disclose their experience in the workplace, they have the option to take sickness absence leave that will not count towards our absence triggers.   

Did you receive any assistance from the Miscarriage Association?

The Miscarriage Association have a wealth of information, support and resources, all of which we have signposted to help affected colleagues and their Line Managers. We are committed to supporting our colleagues, and we appreciate all of the work that that Miscarriage Association does to help people through such challenging moments.  

The post Pregnancy loss and the workplace – Marks & Spencer appeared first on The Miscarriage Association.

What prompted your organisation to sign the Pregnancy Loss Pledge?

In recognition of internal feedback and in support of our strategic objectives of being an inclusive, compassionate employer, West Mercia Police recognised Baby Loss Awareness Week for the first time in 2023. As part of this, we have implemented several ongoing initiatives to support those who have experienced baby loss, in any form, including partners, as we acknowledge the devastating impact this can have.

How did you go about this?

Initially, we recognised Baby Loss Awareness Week by offering anyone affected an opportunity to plant white, pink, or blue spring bulbs within a designated garden area at our Worcester HQ and Telford sites. We held a wave of light ceremony within our memorial chapel, and we enabled candles to be lit throughout the week, as a mark of reflection. Over 60 candles were lit inside our memorial chapel at Hindlip, our Worcester HQ.

Following on from this, we have collaborated with Charlotte Speak from Power of the Parent©, an expert in all things work and family related, to deliver several workshops to our line managers on the topic of baby loss, with the intention of developing understanding and awareness and to break down barriers and misconceptions. This was really well received and enabled managers to have a better understanding of the topic and to be able to support their staff and colleagues going through this experience more effectively.

In May, we will run a cohort of training specifically aimed at our “He for She” allies, with the intention of challenging taboos and misconceptions, breaking down stereotypes and providing education. We believe we are the first Police Force to offer this.

We have launched an enhanced stand alone pregnancy loss policy, which offers support and guidance to those directly affected and their partner, as we recognise both the physical and emotional impact a loss can have. As part of this, we have included an opportunity to choose a phased return to work, if required, as well as a return-to-work discussion template, to facilitate an effective return to work following absence due to pregnancy loss.

And finally, several individuals with lived experience have trained to become peer supporters, offering a point of contact for anyone affected.

What was the end result?

We developed an enhanced level of awareness of pregnancy and baby loss, which fed into improved support and guidance for those affected within the force. The force also implemented more education around the impact of pregnancy loss, to help break down stereotypes and remove taboos. This brought about more open discussions within our workplace.

These elements of our work brought about better line management, and better relationships between colleagues as a result.

We’re proud to have brought in a stand-alone pregnancy loss policy, which was developed with employee feedback taken into consideration, as well as supporting our key objectives.

Kate Merchant, People and OD Business Partner, and Chair of the Families Working Group said, “We recognise the devastating impact baby loss can have, both to the individual directly affected, as well as partners, both physically and emotionally.

“We want to support those who protect and serve their communities, in many ways, when they are experiencing a difficult time, and we hope the ongoing work on pregnancy loss will also enable us to fulfil our strategic objectives of being an inclusive and compassionate employer.”

Join West Mercia Police in signing the Pregnancy Loss Pledge by clicking here.

The post Pregnancy loss and the workplace – West Mercia Police appeared first on The Miscarriage Association.

As an employer, it can be difficult to know how to support colleagues or staff affected by pregnancy loss. Everyone deals with their experiences differently, so it’s important to understand that there is no ‘one size fits all’ support package that will suit everyone – but acknowledging their loss is really important.

Ensuring that you and your senior leadership team have sufficient training in how pregnancy loss can affect employees, and in how to implement the right support across your organisation is vital. It’s important to include a policy in your efforts, so that those who experience pregnancy loss, and those whose partners have experienced it, have structure and concrete support, when they return.

If you’re not sure about how to support your employee – it’s often best to ask them what they feel they need and know that this may change over time.

Check in, ask how they’re doing, and listen. Ask if they need anything, and when appropriate, how they would like to manage their return to work.

In short, it’s best to be flexible and employee led.

Listening to those who know.

We asked our online community what they found helpful from their employer – we hope you find this feedback useful. (You can find more comments left by our community here.)

• “My manager was amazing. She told the team in my behalf so I didn’t have to say it out loud. She gave me the time I needed and made sure that I eased back in to work life at my own pace. My first day back she walked with me into the office. 5 months on and she is still so aware of my triggers and emotions. Forever thankful to her (and my team).”
• “Business owners/managers should always communicate openly to ensure the employee feels supported but to also discuss plans to reintegrate back to work.”
• “I met with my manager after a month of being off in person and she was so caring and just listened to work with me to make a plan about coming back, suggested staggered return which was the best thing I could’ve done… the first few shifts back were very rocky and full of tears but my senior nurses made sure I was never crying alone and when I asked to avoid pregnancy cases they made sure it happened.”
• “After many complications post miscarriage, I was off work for a good 6 weeks. My work were extremely understanding and didn’t pressure me to come back until I felt I was ready. My line manager checked in weekly and popped round once to see me at my home as they genuinely cared. Couldn’t have asked for better support.”
• “I think being given the choice as to if/how your colleagues (and customers) are told so that people aren’t asking when you return to work. I was 5 months pregnant so it was visibly very obvious I wasn’t pregnant any more when I returned to work. Being buddied up with someone who can be your voice box when those situations do arise would be good, you could stipulate what you want them to say on your behalf… I gave my staff unlimited time off after miscarriages, on full pay. None of them took more than 4 weeks off. You just need to remove the pressure of work.”
• “We have pregnancy loss leave in our special leave policy, new addition this year which I was so grateful for. 2 weeks paid. You can have this however many times you need it – no limits within a year’s period. I also spoke to my manager and chose to share with the team that I have had a miscarriage which helped on my return.”

How can we help you implement support for those affected by miscarriage, ectopic pregnancy, and molar pregnancy?

Our research, backed up by a major report from the CIPD (Chartered Institute of Professional Development), shows a lack of support from employers and managers can mean reduced productivity, lower standards of work, increased absence and even resignation. Our training workshops, bespoke sessions, consultancy, and policy guidance can help you retain your team, improve their wellbeing, and create a better, more positive work environment.

We offer a variety of training and consultancy options that can help you implement long lasting support that really matters. We currently offer a discount for not for profits – get in touch to find out more.

“I just wanted to say a HUGE thank you. I’ve had so many people get in touch already to say that it was a really well pitched, sensitive and informative session.”

We can also support your team to draft and implement and implement a new policy or review existing materials, with our focus on the sensitivities and language around pregnancy loss.

“The Miscarriage Association gave me the guidance and tools I needed to use the right language, tone and approach to speak about pregnancy loss and develop an inclusive policy.”

Our Pregnancy Loss Pledge, which now covers over 1 million employees, is a fantastic way to show a commitment to your employees, and meet the standards that all employers should meet in pregnancy loss policies and practices. Pauline Holroyd, Group HR Director of Network Rail, said,

“We want to support those who experience the loss of a baby as we recognise the effect this can have on physical and mental wellbeing. Signing the Pregnancy Loss Pledge demonstrates our commitment to support employees during a difficult time in their lives.”

To find out more about these offerings, or for any questions you may have about how you can be there for colleagues and staff affected by pregnancy loss, please email vicki@miscarriageassociation.org.uk.

The post How can I support my employees affected by pregnancy loss? appeared first on The Miscarriage Association.

By taking the pledge, NHS Scotland is committing to encouraging and allowing employees to take the time off they need to start their recovery after loss – and to supporting them back to work when they are ready.

It is also committing to recognising the impact of loss, showing empathy, and understanding, and ensuring managers have access to training or guidance in how to support someone at work.

Fiona Hogg, Chief People Officer, Directorate of Health Workforce in the Scottish Government, said: “Signing the Pledge means NHS Scotland colleagues can be assured that we will do everything we can to support them and their families at this difficult time.

“This reflects the NHS Scotland values and our continued work in partnership to champion good practice through our workforce policies.”

Vicki Robinson, Deputy Director of the Miscarriage Association, said: “Between one in four and one in five pregnancies ends in miscarriage. It can be a deeply distressing, often frightening, and lonely experience for those who go through it.

“Many don’t disclose their loss to their employer because they fear a lack of understanding or support or worry about being discriminated against.

“Signing the pledge is a clear commitment to recognising the impact of pregnancy loss and putting in place thoughtful and supportive measures for employees navigating this difficult time.

“It is hugely encouraging that NHS Scotland has taken this step, and we are sure it will be much welcomed by its employees.”

The 22 NHS employers who have committed to the terms of the pledge are: NHS Ayrshire & Arran, NHS Borders, NHS Dumfries & Galloway, NHS Fife, NHS Forth Valley, NHS Grampian, NHS Greater Glasgow & Clyde, NHS Highland, NHS Lanarkshire, NHS Lothian, NHS Orkney, NHS Shetland, NHS Tayside, NHS Western Isles, NHS Education for Scotland, NHS Golden Jubilee Foundation, NHS Healthcare Improvement Scotland, NHS Health Scotland/Public Health Scotland, NHS National Services Scotland, NHS State Hospital, NHS 24 and Scottish Ambulance Service.

Around 300 organisations and companies have now taken the Pregnancy Loss Pledge with almost one million employees covered by its terms.

For more information on the Pledge click here.

The post NHS Scotland signs our Pregnancy Loss Pledge appeared first on The Miscarriage Association.

While miscarriage affects thousands of employees every year, it is still rarely spoken about at work.

Many employees return carrying their loss in silence. Managers and colleagues often want to respond with care, but feel unsure what to say. The fear of “saying the wrong thing” can lead to saying nothing at all.

How an organisation responds in these pivotal moments defines its culture. The statistics highlight a clear gap in current workplace support:

• Almost a quarter of employees have considered leaving their jobs because of employer treatment following pregnancy loss (CIPD, 2022)
• Loss in productivity caused by miscarriage is estimated to cost £471 million per year in the UK (Quenby et al., 2021)
• 1 in 10 employees left their organisation following miscarriage (Miscarriage Association data)

Lead with confidence, not just compliance

With bereavement leave for pregnancy loss due to be introduced in 2027, now is the time for organisations to prepare. Alongside legal requirements, there is an opportunity to build a compassionate, consistent approach that supports employees to return to work with confidence.

We help you turn policy into meaningful support in practice.

We start by understanding your organisation, your people and the challenges you face. Our Workplace Training packages are designed to provide practical, compassionate approaches that reflect both employee needs and workplace realities.

“When I spoke to the Miscarriage Association, they gave me the guidance and the tools I needed to use the right language, tone and approach to feel confident to speak about it and develop an inclusive policy.”

Krystle Williams, HR Manager at Global Witness

Our training packages

We offer three packages to help organisations build confident, compassionate support around pregnancy loss. Each one includes practical guidance, policy support and training, with different levels of depth depending on your needs.

Choose the level of support that best fits your organisation, whether you are just getting started or looking to build on existing work.

We’d be happy to talk through your organisation’s needs and help you find the right level of support.

Contact our workplace team

Get in touch

If you’d like to find out more about our training, or discuss what might work best for your organisation, we’d be happy to hear from you.

Contact our workplace team

The post Our Workplace Training and Consultancy Services appeared first on The Miscarriage Association.

It’s up to you how you complete these miles – whether you walk, run, swim, jog, cycle, wheel or scoot – your miles matter, because every pregnancy loss matters.

How to join:

1. Pledge to complete 42 miles of your chosen movement in June – whether it’s 1.4 miles a day, or a handful of larger adventures!
2. Set up your JustGiving fundraising page, here, and then click the orange ‘start fundraising’ button.
3. Ask friends, family, or colleagues to sponsor your efforts.
4. Start your challenge on 1 June!
5. Keep us, and your loved ones, updated on social media, by posting updates and tagging @miscarriageassociation and using #MilesThatMatter

Don’t worry if you join late—you can always catch up!

Miles that Matter is also about going the extra mile – so if all that activity isn’t for you, you could make and sell 42 cupcakes, hold a quiz night with 42 questions, host 42 hours of gaming live streams over the month – there are plenty of ways to get involved.

However you take part, you’ll be raising awareness of pregnancy loss, sharing information about the support services we provide, and helping fund our vital work supporting those who need us, when they need us most.

Raise £10 and claim your free t shirt!

Once your JustGiving page has reached £10 or over, you’ll receive an email from our fundraising team with details on how to claim your free Miles That Matter t shirt, to wear throughout your challenge. (Do check your spam/junk folders just in case!)

Download the below resources to support your fundraising efforts during this event:

• Sponsor form – A printable form to help you collect sponsorships from friends, family, and colleagues.
• Miles tracker – Use this simple tracker to log your event mileage.

When you go the extra mile this June, you’re helping us continue providing essential support to those affected by pregnancy loss.

Because every pregnancy loss matters.

The post Miles That Matter 2025: Go the extra mile for pregnancy loss appeared first on The Miscarriage Association.

What prompted your charity to look at taking the Pregnancy Loss Pledge?

In September 2020, the RSPCA appointed Fiona Evans as Director of People and Culture. Fiona has worked to improve the employee experience for staff and secure our commitment to the RSPCA being a great place to work for everyone.

“In order to achieve this I was conscious that the policies and employee benefits need to reflect that,” said Fiona. “I wanted to ensure a fundamental review of the benefits and entitlements were carried out within the family friendly policies, as this is important for the wellbeing and retention of our amazing staff, whilst demonstrating our commitment to becoming a more inclusive, diverse and flexible employer”.

Whilst carrying out the family friendly review, Fiona spoke with RSPCA staff, who shared their stories and encouraged her to reach out to the Miscarriage Association to understand how the charity could further support staff and volunteers through the review of its policies and benefits.

How did you go about it?

Fiona added: “A large benchmarking exercise was carried out and we received feedback from our staff networks and a number of teams and colleagues who wanted us to support this campaign.

“We then reached out to the Miscarriage Association for guidance on how we could best support our colleagues. A proposal was then presented to our executive leadership team, who not only accepted it, but decided to enhance the offering further.”

And what was the end result?

“The result is a new, inclusive policy that covers pregnancy loss, miscarriage, ectopic, molar, still birth or abortion. It also provides support and guidance to both line managers and employees, with signposting to a number of external support bodies.

“Anyone who loses a child (of whatever age) or experiences pregnancy loss now receives ten days paid leave – this applies to both parents. In addition, employees receive paid leave to attend bereavement counselling.

“When employees resume work, support is given through offering a phased return, flexible working and other adjustments as needed. Employees can also access the RSPCA’s employee assistance programme ‘WeCare’, which includes mental health support and access to GPs.”

Join the RSPCA in taking the Pregnancy Loss Pledge here.

The post Pregnancy loss and the workplace – RSPCA appeared first on The Miscarriage Association.