4 Options for Taking Leave from Work After Pregnancy or Baby Loss
For many parents who have recently experienced pregnancy or baby loss, the thought of going back to work can feel overwhelming and even impossible. If this is something you’re currently navigating, please first let me say — I’m so sorry for the loss of your baby. It is absolutely okay (and often necessary) to take time off of work after such a devastating — and often traumatic — experience.
Unfortunately, it can be confusing and overwhelming to figure out what kind of leave you can utilize when it comes to pregnancy and baby loss. I put together this post of common options for taking leave as a loss parent in hopes of making the process a little less tedious. If you need additional support in this area, check out the amazing organization Start Healing Together. They advocate for the workplace rights of professionals who have experienced pregnancy/baby loss and infertility.
Please note that I am not an HR expert and you should consult your employer’s HR department or your state’s Department of Labor for specifics on your situation. That disclaimer aside, here are the most common types of leave my individual therapy clients have taken:
Bereavement leave: First and foremost, check your workplace’s employee handbook and see if there is a bereavement policy in place. This will often grant someone a few days of paid leave (typically 2-10, depending on the type of loss) after a loved one’s death. Pregnancy and baby loss should absolutely qualify as “loss of a child,” which is typically covered under this kind of policy.
Short Term Disability: If you are finding yourself needing more time than your company’s bereavement policy allows (or if there is no bereavement policy in place, which is another topic for another day…), please know this is 100% okay and many loss parents need to take an extended leave from work after losing their child. This is typically where Short Term Disability (STD) comes in. STD is a type of paid leave through the state when you can’t work due to illness, injury or another type of disability (like mental health struggles after a death). You need a medical provider to sign off that you are unable to work; I have helped several clients attain STD benefits while they are processing their loss. STD leave typically lasts up to 3 months and in some states you can apply for an extension after that. STD programs vary by state, so check with your state’s Department of Labor or your company’s HR rep to see what you qualify for and how to apply.
PTO: If you don’t want to get your company’s HR office involved, using paid time off (PTO) can be a good option to take some leave, if you have time accrued. Just keep in mind that in some workplaces, if you take more than a certain number of days off consecutively (it’s often 5), then you have to apply for STD. So take a look at your employee handbook to see how much you can take off before it becomes a disability matter.
Unpaid leave with FMLA: Some of my clients have taken unpaid leave (often called a Leave of Absence or LOA), either because they didn’t qualify for STD, didn’t have enough PTO saved up, or their company didn’t have a bereavement leave policy in place. In that case, please know that pregnancy and baby loss are covered under the Family Medical Leave Act (FMLA) and your employer must legally ensure your job is protected (i.e. they can’t fire or replace you) for 12 weeks.
I hope this is helpful in giving you some ideas of ways you can take time off to process your grief. Again, please know that there is nothing wrong with giving yourself time to grieve this loss and get your feet back under you. Pregnancy and baby loss are life-altering events and sometimes that means we need a break from work.
