Returning to Work after a Miscarriage

Returning to work after a miscarriage is not an easy thing, and workplaces need to be considerate of women and their partner's needs.  We're proud to launch our latest research piece in collaboration with The University of Sydney. We always underpin the changes we champion with evidence and empathy, we value listening to the experiences of many to inform our programs. 

This research has already driven so much change, it was used to support our LEAVE FOR LOSS campaign. Where we successfully lobbied Federal Government to amend The Fairwork Act of Australia to include miscarriage under the bereavement/compassionate leave act in the National Employee Standards. 

It has also been used to inform the development of our Pink Elephants Workplace Program. Ensuring that the programs we offer truly meet the needs of our community. We know firsthand how hard it can be to go back to work after a miscarriage or pregnancy loss, we want to ensure you are met with empathy and understanding. We no longer want to hear heartbreaking stories of women hiding crying in bathroom stalls or presenting in board rooms as they bleed. 

With this in mind, let's dig into what our latest research conveyed to us. 

What was heartwarming to read was the number of women who shared their miscarriages with their workplace in the hope of creating awareness and breaking the silence. Women want to talk about their loss when they are ready and they want to foster more inclusive workplaces that understand the true impact losing a baby at any gestation can have on them. By sharing their story they felt they were changing the experience for women in the future. 

Less heartwarming were the reasons women didn't share citing toxic male-dominated culture or fear of being overlooked for exciting projects or promotion if they disclosed they were trying for a family. This shows how important workplace culture is, how much inclusion matters to people. We're proud of the organisations we have already implemented our workplace program into. Workplace culture, diversity, and inclusion matters to them because they understand it matters to their people. 

For anyone looking to read the full research paper, it was published by the journal of Community, Work & Family and can be accessed here 

Workplaces Need to Consider 

• Having clearly stated leave provisions in place specific to a pregnancy loss prior to 20 weeks
• Return to work flexibility arrangements
• Training for people leaders and HR into supporting their people
• Fostering awareness of miscarriage in the workplace for colleagues
• Having internal workplace peer support companions

Reach out to us if you'd like to inquire about our Workplace program and how we can support you to be a more inclusive workplace on all things fertility and pregnancy loss related. You can read more about our program here and you can email amanda@pinkelephantssupport.com 

We would like to thank our National Partner Genea Fertility for supporting our Workplace program from when it was just an idea. They understood our vision and have empowered us to deliver our program. Genea did this because we share the same values around breaking silences and taboos and ensuring women & their partners are supported through fertility challenges and pregnancy loss. 

Thanks to all of our early adopter workplace program supporters for recognising the need for more specific support for pregnancy loss in the workplace and for trusting us to deliver it. We're proud to do this with you. 

Huge thank you to Dr. Melanie Keep from The University of Sydney and Dr. Jane Carland from UNSW for all of their incredible work on this important research. 

Thank you to you our community for continuing to share your experience with us to empower us to advocate for your needs and change the experience for future generations.