What are the rules for miscarriage leave in India for private companies?
As per the Maternity Benefit Act 1961, private companies need to provide leave of up to 6 weeks paid miscarriage leave, starting from the day of the miscarriage.
But, many employees do not open up about it as it's considered a taboo. Indian workplace discussions around reproductive health, maternity, and bereavement are often overlooked. Yet, pregnancy loss is far more common than many realise. It’s a deeply personal event, often dealt with silently. Countries like the UK are setting an example with bereavement leave for pregnancy loss recently added to the Employment Rights Bill, a step India has yet to take. Every year, more than 300,000 women around the world die because of problems during pregnancy or childbirth.
We believe that HR leaders and employers can take the lead. Supporting employees through pregnancy loss isn’t just about policy, it’s about creating a truly inclusive and human workplace.
Why pregnancy loss support matters in India
In India, the topic of pregnancy loss is still considered taboo in many communities, making it difficult for people especially women to openly talk about their experiences or seek help. The lack of awareness and social support can lead to feelings of guilt and isolation. Providing emotional and mental health support for miscarriage and stillbirth is crucial to help individuals heal and break the silence around pregnancy loss. In India, 4.9% of pregnancies end in miscarriage.
Why fertility treatments are becoming more common
Fertility treatments are becoming more common in India due to a mix of social, medical, and lifestyle factors. Many couples are also choosing to delay parenthood due to career and financial priorities, but fertility naturally declines with age, especially after 35. Increased awareness and social acceptance have helped remove some of the stigma around seeking help, while improved access to fertility clinics over 2,500 across India, makes treatments like IVF and IUI more accessible.
The lesser-known connection between infertility treatments and higher pregnancy loss rates
What’s less discussed is that fertility treatments like IVF and IUI often come with higher risks of miscarriage and early pregnancy loss. Studies show that pregnancies resulting from assisted reproductive technologies tend to have a slightly higher chance of early pregnancy loss compared to natural conception. Factors contributing to higher loss rates included advanced maternal age, lower post-transfer hCG levels, and certain fertility treatment protocols.
How can workplaces become safe spaces for pregnancy
Pregnancy journeys are often physically exhausting and emotionally painful. When these journeys result in pregnancy loss, the grief can be overwhelming. That’s why it’s so important for workplaces to become a safe space.
Employees should feel comfortable asking for support whether it’s leave or mental health counselling. When companies take this seriously, it sends a clear message: You are not alone, and you are supported.
The psychological & physical toll
Pregnancy loss isn’t just a medical event, it’s a deeply personal trauma that takes a physical, emotional, and financial toll on individuals and couples. Physically, the recovery from a miscarriage especially after fertility treatments can be painful and exhausting. Medical procedures like D&C, hormone treatments, and recovery from miscarriage can take days to weeks.
Studies have shown that pregnancy loss can lead to symptoms of PTSD, depression, anxiety, and prolonged grief, which may persist for months or even years if left unacknowledged or unsupported.
Fertility treatments like IVF and IUI are expensive, and they’re rarely successful on the first try. If a pregnancy loss occurs, additional medical expenses like D&C procedures, hospital visits, and follow-ups add to the burden. What makes this even harder is that most Maternity insurance policies don’t cover these costs, leaving individuals to face emotional trauma and financial stress.
In India, where mental health awareness is slowly growing, workplaces have a critical role to play not only by offering empathy and emotional support, but also by working with insurers to expand coverage for fertility and mental wellness.
Legal considerations: Where India Stands
India currently lacks specific laws mandating bereavement leave for pregnancy loss, unlike the UK's recent amendment to the Employment Rights Bill. Currently, there are no specific legal provisions in India for bereavement leave due to pregnancy loss. Maternity leave policies cover live births, but miscarriages, stillbirths, or failed fertility treatments often leave employees without support.
So what can Indian employers do?
Implement policies that include leave for miscarriage, IVF, and fertility-related issues and ensure employees receive Mental Wellness counseling and HR support when they need it most.
What HRs can do
HR teams can lead the change with a thoughtful and human-first approach. Here's a 5-step action plan:
Leave Policies That Acknowledge Reality
- Offer Bereavement leave for pregnancy loss, miscarriage, stillbirth, or failed IVF/IUI cycles.
- Provide optional leave for fertility treatments.
Normalize flexible work during these times.
Expand Insurance Coverage
- Partner with providers to include fertility treatments like IVF, IUI, and egg freezing.
- Cover pregnancy loss-related care, including scans & procedures.
Ensure benefits are easy to access, not buried under papers.
At Pazcare, we help companies upgrade their insurance plans to support modern employee needs.
Mental Wellness Programs
- Launch grief-specific wellness programs or workshops.
- Provide anonymous helplines or EAPs (Employee Assistance Programs).
- Encourage open, stigma-free mental health conversations.
Train Managers
A one-hour training can make a huge difference:
- How to respond when someone shares news of a pregnancy loss.
- What not to say ("It was meant to be" or "At least it was early" are never okay).
- How to maintain confidentiality protocol.
Communicate with Care
- Announce new policies through email, posters, or internal town halls.
- Send regular reminders about available mental health and fertility support.
- Make it easy for employees to ask for help.
You don’t need a 100-page policy to start.
You just need small, real steps that show employees you see them and that you’ll stand by them.
At Pazcare, we help companies upgrade their insurance and wellness.
Why this matters
Pregnancy loss and Fertility care support shouldn’t be taboo at work. It’s time we made space for real conversations. When employees feel emotionally safe and supported, they’re more engaged, productive, and loyal. People stay longer at workplaces where they feel understood, especially during vulnerable moments. By addressing fertility, pregnancy & wellness proactively, HR teams align their strategies with real human experiences, not just checkboxes. Ultimately, this isn’t just about offering benefits, it’s about building a workplace where people are seen, heard, and treated with Empathy.
Final Thoughts
Pregnancy loss doesn’t have to be a silent struggle at work. As HR leaders, employers, and peers, we have the power and the responsibility to change the conversation.
Start small. Start real. Start with empathy.
At Pazcare, we help companies transform employee wellness from a policy to a promise.
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