HR Policy Recommendation: Bereavement Leave for Child Loss

Purpose

This policy recommendation offers guidance for creating compassionate, equitable bereavement leave for employees who experience the loss of a child whether through early pregnancy loss, late-term loss or the death of a child from infancy through adulthood.

Too often, when a supervisor receives the call that a team member has experienced such a loss (typically becoming the second person to hear of it), they are left uncertain about how to respond. Without a clear policy, time is lost seeking approvals or interpreting leave options, placing unnecessary strain on the grieving employee.

Having a defined bereavement policy for child loss ensures that both women and men can immediately turn their attention away from work and focus on physical, emotional, and familial healing.

While most workplace bereavement policies provide three to 5 days of leave for the loss of a family member, this is rarely sufficient for the trauma of child loss. The following recommendations aim to fill that gap with compassionate, structured, and flexible support, recognizing the depth and duration of grief that follows such an event.

Please note: These are suggested guidelines. Organizations should adjust according to internal policies and state or federal employment laws. Our goal is simply to encourage clear, proactive planning that honors the loss of a child, for both women and men.

Recommendation Overview

1. Early Pregnancy Loss

(Includes miscarriage, ectopic pregnancy, or early termination)
Recommended Leave: Up to 2 weeks

Guidelines:

• < 3 months of service: Leave permitted; use of paid leave or unpaid
  
• 3 to 11 months: Leave permitted; use of paid leave, unpaid, or partial pay (recommend 40%)
  
• ≥ 1 year: Eligible for FMLA; access to paid leave or short-term disability, if applicable
  
  

2. Late-Term Pregnancy Loss

(20+ weeks gestation, late termination, or stillbirth)
Recommended Leave: Up to 3 weeks

Guidelines:

• < 3 months of service: Leave permitted; use of paid leave or unpaid
  
• 3 to 11 months: Leave permitted; use of paid leave, unpaid, or partial pay (recommend 40%)
  
• ≥ 1 year: Eligible for FMLA; access to paid leave or short-term disability, if applicable
  
  

3. Infant, Child, or Adult Child Loss

Recommended Leave: Up to 1 month

Guidelines:

• < 3 months of service: Leave permitted; use of paid leave or unpaid
  
• 3 to 11 months: Leave permitted; use of paid leave, unpaid, or partial pay (recommend 40%)
  
• ≥ 1 year: Eligible for FMLA; access to paid leave or short-term disability, if applicable
  
  

Additional Recommendations

• Leave may be taken consecutively or intermittently, based on employee needs and with supervisory approval.
  
• Provide access to emotional support resources, such as EAPs, licensed counselors, or grief support organizations.
  
• Offer return-to-work flexibility (e.g., phased schedule, remote work options, or reduced hours during reintegration).
  
• Include inclusive language and benefits for non-birthing parents, adoptive parents, and partners.
  
  

Why This Policy Matters

The loss of a child, regardless of age or circumstance, is life-altering. A workplace that acknowledges this depth of grief communicates trust, empathy, and loyalty to its employees. By implementing a dedicated bereavement leave policy for child loss, your organization sends a powerful message: You are not alone, and your loss is honored.