Two Weeks Paid Leave in Northern Ireland, None in England

The loss of a pregnancy is not only a medical event but a deeply personal bereavement, often experienced in silence and without the time or space to grieve. For many workers, the expectation to return to normality within days can feel both isolating and overwhelming, compounding an already profound loss. In workplaces across the UK, how that loss, is recognised or not recognised, can make a significant difference to recovery, dignity, and wellbeing.

As of April 2026, Northern Ireland has taken a decisive step forward to becoming the first part of the UK to introduce statutory miscarriage leave. Under the new provisions, employees and their partners are entitled to two weeks of paid leave from the first day of employment, covering pregnancy loss at any stage. This marks a clear recognition that miscarriage is not simply a health issue but a form of bereavement requiring time, support, and understanding.

In contrast, workers in England and Wales remain without any statutory right to leave following a miscarriage before 24 weeks. Instead, they must rely on a patchwork of sick leave, annual leave, or the goodwill of their employer.

While protections exist under the Equality Act 2010, particularly where absence is classed as pregnancy-related illness, these provisions do not recognise the emotional impact of loss. As a result, many employees find themselves forced to frame grief as sickness, or to return to work before they are ready.

This disparity is particularly stark when compared with the rights that already apply after a stillbirth at 24 weeks or later. Across the UK, parents in those circumstances are entitled to statutory maternity, paternity and parental bereavement leave.
The absence of similar recognition for earlier pregnancy loss has long been a point of concern for Trade Unions, which argue that the law has failed to keep pace with both medical understanding and social attitudes.

The reforms in Northern Ireland have intensified pressure on the British Government to address this gap. The UK Government has signalled its intention to introduce statutory bereavement leave for pregnancy loss before 24 weeks through forthcoming employment legislation, expected around 2027. However, early indications suggest this may be limited to a minimum of one week and could be unpaid, raising questions about whether it will match the more progressive and fully paid model now in place in Northern Ireland.

Stephen Morris, General Secretary of the Workers of England union has welcomed the change while warning against half-measures.
“This is exactly the kind of compassionate, modern workplace right we should be fighting for everywhere. Northern Ireland has shown that it can be done, and done properly. The question now is whether the British Government will follow through with meaningful, paid leave, or settle for something far less. Our position is clear. Anything short of full recognition and proper support is not good enough for working people across England and Wales.”

For Trade Union members, the contrast is clear.

Northern Ireland has set a precedent by embedding miscarriage within the framework of workers’ rights, recognising both the emotional and practical realities of loss.
In England and Wales, progress is promised but not yet delivered. The challenge now is to ensure that future reforms do not fall short, but instead extend fair, consistent, and compassionate protections to workers across England and Wales.
 
References
(Miscarriage Association (2026), Northern Ireland offers two weeks paid bereavement leave, Slugger O’Toole / Belfast Telegraph reporting (2026), Northern Ireland first part of UK to offer miscarriage leave, Equality Act 2010, UK Government policy direction (2026), Employment Rights Bill proposals on pregnancy loss leave)