New bereavement leave rights to cover pregnancy loss from April 2027

New UK Statutory Leave for Bereavement and Pregnancy Loss Set for 2027 Employees will gain rights for family bereavement and ...

September 23, 2026

New UK Statutory Leave for Bereavement and Pregnancy Loss Set for 2027

Employees will gain rights for family bereavement and up to two weeks of unpaid leave for pregnancy loss before 24 weeks.

Employees across the UK are set to gain new legal rights concerning time away from work following the death of a close family member or a pregnancy loss, effective from April 2027. This includes an entitlement to up to two weeks of unpaid leave for women and their partners who experience a pregnancy loss before 24 weeks.

The UK Government has confirmed that statutory bereavement leave will be extended to employees who lose a spouse or partner, parent, adult child, or sibling.

This entitlement will also recognise step, half, adoptive, kinship care, and foster relationships, providing protection to workers who currently lack a statutory right to bereavement leave in these circumstances.

The new pregnancy-loss entitlement will cover miscarriage, termination, and unsuccessful IVF embryo transfers. It will apply not only to the woman who experiences the loss but also to partners, the other biological parent, and intended parents involved in a surrogacy arrangement.

Under the planned rules, employees will be able to take bereavement leave flexibly within 56 weeks of their loss, including as individual days rather than one continuous period.

For leave taken during the first eight weeks following a bereavement, employees will only need to notify their employer as soon as reasonably practicable. Employees will not be required to provide evidence of their loss and will be protected from dismissal or other detriment for exercising this right.

Minister for the Future of Work, Kate Dearden, stated: “No one should have to fight for time to grieve.” She extended thanks to campaigners whose experiences contributed to these changes, noting that the legislation would create a safety net where compassionate leave was not already offered by employers.

Marianne McJannett, a partner in employment law at Aberdein Considine LLP, welcomed the reforms.

She commented: “These changes are a welcome and long-overdue recognition of the profound impact that bereavement and pregnancy loss can have on employees and their families, regardless of the relationship involved or the stage of pregnancy at which a loss occurs.”

McJannett further highlighted the benefits for both employees and workplaces: “For employees, the new rights provide greater certainty and reassurance that they can take time away from work to grieve without relying solely on their employer’s discretion. While many employers already offer compassionate leave, these new statutory entitlements will help ensure greater consistency and protection across workplaces.”

She also advised: “Employers should use the lead-in period before April 2027 to review their policies, update staff handbooks and ensure managers are trained to handle these sensitive situations with empathy and consistency.” She concluded that these reforms represent an important step towards creating more compassionate workplaces and providing a clear framework.

Miscarriage UK welcomed the recognition of pregnancy loss as a bereavement and the inclusion of partners within the entitlement, though the charity stated it would continue campaigning for the leave to be paid.

The Government estimates that one in five women in the UK experiences a miscarriage during her lifetime, but there is currently no general legal entitlement to leave following a pregnancy loss before 24 weeks. Existing parental bereavement provisions cover parents following a stillbirth after 24 weeks of pregnancy or the death of a child under the age of 18.

More than eight in ten employers and nine in ten business representative organisations that responded to the Government’s consultation supported bereavement leave following the death of an immediate family member.

The changes form part of the Government’s wider Make Work Pay programme and are expected to be introduced through secondary legislation before taking effect in April 2027.