We understand that pregnancy loss is a deeply personal and emotional experience, and we are committed to supporting our employees through such difficult times. We strive to provide a compassionate and supportive work environment for employees who experience pregnancy loss, whether it be a miscarriage, stillbirth, or other forms of pregnancy loss.
Leave and time off
Employees experiencing pregnancy loss are eligible for leave under the following circumstances:
- Paid or Unpaid Leave: Employees may use available paid time off (e.g., sick leave, vacation, or personal days) for time needed due to pregnancy loss. If the employee does not have sufficient paid time off, the leave may be unpaid, unless otherwise required by law.
- FMLA (Family and Medical Leave Act): Eligible employees may be entitled to up to 12 weeks of job-protected leave under the Family and Medical Leave Act (FMLA) for a pregnancy-related medical condition, including miscarriage or stillbirth. Please refer to our FMLA policy for additional details on eligibility and the process for requesting this leave.
- State-Specific Leave Laws: In some states or jurisdictions, additional leave benefits may apply. Employees are encouraged to consult with HR to understand their rights under state or local laws.
- Flexible Work Arrangements: We understand that emotional recovery from pregnancy loss can take time, and we are open to discussing flexible work arrangements or accommodations to help employees navigate their personal needs during this period.
Support and resources
We offer a variety of resources to support employees who are coping with pregnancy loss, including:
- Employee Assistance Program (EAP): Our EAP provides confidential counseling services and resources for emotional support and mental well-being.
- Healthcare Support: Employees are encouraged to reach out to our HR department for information on healthcare options and support resources, including medical leave or accommodations for any related health conditions.
Confidentiality
We respect the privacy of all employees and will handle requests related to pregnancy loss with sensitivity and discretion. If you wish to discuss your leave options or any specific accommodations, please contact the Office of Human Resources and Operational Excellence, and we will do our best to accommodate your needs while maintaining confidentiality.
Returning to Work
We understand that returning to work after a pregnancy loss may be challenging. We are here to work with you on a transition plan that ensures a supportive environment as you return to your role. Please communicate with your manager, or the Office of Human Resources and Operational Excellence, about any needs or accommodations you may require.
