New legislation in the UK will provide statutory unpaid leave for employees who experience pregnancy loss before 24 weeks, including miscarriages, terminations, and unsuccessful IVF embryo transfers. Both women and their partners will be eligible for up to two weeks of unpaid time off. This change expands existing bereavement leave, which previously only covered the loss of a spouse, partner, parent, adult child, or sibling, including step and half relatives, foster, kinship care, and adoptive relationships. The new rules will take effect in April 2025 under the Employment Rights Act 2025. The expanded leave recognizes that pregnancy loss affects not just the individual who is pregnant but also their partner, the other biological parent, or intended parents in a surrogacy arrangement. Existing bereavement leave already covers parents who experience a stillbirth after 24 weeks of pregnancy or the death of a child under 18. The change comes after a public consultation aimed at aligning the new entitlement with the needs of both employees and employers. Campaigners, including grieving parents, had long called for an end to the "inconsistency and confusion" surrounding the lack of formal recognition of pregnancy loss. Despite estimates that one in five women in the UK experience a miscarriage, there was no legal right to bereavement leave in these circumstances before the new law. Work minister Kate Dearden said, "No-one should have to fight for time to grieve," emphasizing the importance of supporting people during difficult times. She thanked campaigners for their efforts in bringing about the change. Vicki Robinson, chief executive of Miscarriage UK, welcomed the new law as an important step in recognizing pregnancy loss as a bereavement, though she still advocates for paid leave. Paul Nowak, general secretary of the TUC, also welcomed the move, stating that it ensures all working families have the time and space they need during difficult moments. The government is also conducting a broader review of parental leave and pay, including potential changes such as "Hugh’s Law," which would provide statutory paid leave for parents of seriously ill children. The consultation on these new measures showed strong support from employers and business organizations.