LGBTQ+ peoples' experiences of workplace leave and support following pregnancy loss

Pregnancy loss is a distressing life event for many people. While the need for workplace leave following pregnancy loss is increasingly recognized, limited research exists to inform policy change and appropriate organizational supports for LGBTQ+ people experiencing pregnancy loss. Adopting an inductive approach, we interviewed 12 LGBTQ+ people aiming to explore their workplace leave and support experiences following pregnancy losses as gestational or non-gestational parents in the previous 6 months to 10 years. Reflexive thematic analysis generated three themes (1) Disclosure in the workplace: support, shame, and self-protection, (2) Navigating discriminatory workplace policies, leave, and entitlements and (3) Coping at work: Getting the balance right for each person. Heteronormative policies and entitlements can compound the distress of LGBTQ+ people experiencing pregnancy loss, including increasing difficulties in accessing leave, misgendering leave entitlements, failing to accommodate for high attachment to unborn babies in early gestation, and the impact of distance for parents who have engaged in surrogacy. Employers can assist by using inclusive language in leave policies and forms, providing people of all genders and sexualities access to parental and bereavement leave irrespective of family formation method and gestational age and allowing flexibility in hours, workload, and tasks after a pregnancy loss. Refereed/Peer-reviewed