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Kingsley Napley launches pregnancy loss policy

15 June 2021

We are pleased to announce the introduction of a formal policy to provide paid time off from work due to pregnancy loss for all firm members, whether they are affected directly or indirectly. Our colleagues will be entitled to ten days’ paid leave if they or a partner experience miscarriage or abortion, or — with the new entitlement being in addition to other leave — stillbirth or neonatal loss.

The Miscarriage Association states that around one in every four pregnancies ends in miscarriage and around one in every 100 is ectopic. A further one in 600 pregnancies is diagnosed as a molar pregnancy, all of which are forms of pregnancy loss. We believe it is vital to foster an environment where everyone feels they have the opportunity to discuss their situation 

Linda Woolley, Managing Partner commented:

Kingsley Napley is proud to be an early mover among employers announcing a pregnancy loss policy for staff. We believe it is important to help our people who experience the trauma of pregnancy loss to reduce stress at a difficult time and to signal that we recognise the physical and emotional issues involved.

“The Covid pandemic has been a powerful reminder that we bring our whole selves to work and that we all have personal life challenges to deal with sometimes which can affect our work. We want our people who face such a situation to feel that they can have a conversation with us and feel supported.”

We believe it is important to let people who have experienced pregnancy loss trauma reduce stress during difficult times and be aware of physical and emotional problems.

The pandemic of coronavirus infection requires us to work whole-heartedly and all of us to address personal life challenges that can affect our work. It strongly reminded me that there are things that can’t be done. I want people facing this situation to be able to talk to us and feel supported

The new entitlement would “validate the experiences” of staff.

“We recognise that not only the person physically experiencing the loss, but also their partner, will be experiencing pain,”

Moira Campbell, Senior Associate in our Employment team commented:

Introducing a written policy, would help staff talk to their employer and “know they will be met with support”.

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