Benefits | Pregnancy Loss and Fertility Support | Guidance for Employees

Pregnancy loss is deeply personal and affects people in different ways. The impact is not limited to those physically experiencing the loss; partners and family members can also be affected.

For those physically experiencing the loss, they may have physical effects such as pain, severe bleeding, and fainting/collapse. At times, pregnancy loss may require medical or surgical intervention that may have additional side-effects or present further implications.

Psychological distress during and after a pregnancy loss can manifest in different ways. People may develop sleep problems, may find it hard to concentrate or feel motivated, may find social interactions more difficult, and may experience increased levels of anxiety and mood swings. 

Pregnancy loss can be felt as a bereavement, regardless of how early it occurs. This can lead to significant upset, grief and anger. People may suffer in silence or experience ‘disenfranchised grief’ whereby they feel their grief is minimised or not fully acknowledged. 

It is equally important to acknowledge that some people do not experience profound grief and may feel ok, or even a sense of relief, after a pregnancy loss. This can occur for many reasons, such as an unplanned pregnancy, feeling unready for a child, or a pregnancy that was complicated by severe medical concerns or personal stress. Those who feel ok may experience guilt, confusion, or a different kind of isolation, feeling as though they are reacting wrongly. There is no correct way to feel; a neutral, accepting, or relieved response is just as valid a part of the human experience as grief.

In Ireland, approximately one in six heterosexual couples experience fertility challenges, while many others, including same-sex couples and single individuals, rely on fertility treatments, assisted human reproduction (AHR), surrogacy, or adoption to start their families.

Fertility treatment (such as IVF/ICSI, IUI, or egg freezing) is rarely a straightforward path. It is often a physically demanding and emotionally exhausting medical process characterised by:

• Unpredictable Timelines: Clinic appointments are dictated by biological markers and often scheduled at very short notice (sometimes less than 24 hours). Depending on the nature of the appointment, it may require both partners to attend.
• Physical Toll: Side effects from intensive hormone injections or medications can cause severe fatigue, mood changes, and physical discomfort.
• High Stress: The emotional and financial stakes can be incredibly high, and balancing treatment with work and other life responsibilities can be challenging, often leading to increased stress, anxiety or depression.

Fertility journeys vary in length, in the number of treatments, in the side effects experienced and can be very individualised. The average number of cycles someone will undertake in order to achieve a successful pregnancy/live birth is 3 cycles. This is, of course, dependent on a wide range of factors including but not limited to age, egg and/or sperm quality, and general health. 

This can impact an employee in terms of their day-to-day experience in the workplace and navigating their careers during this period. In recognising this, DCU has created this policy and toolkit as a mechanism for providing ongoing support and flexibility to those that need it.

Pregnancy Loss: What am I entitled to? 

• Employees who physically experience a pregnancy loss up to and including 23 weeks of pregnancy are entitled to up to 10 days paid leave during and/or immediately following the loss. 
• If a loss (stillbirth) occurs from 24 weeks onward, statutory maternity/paternity rights apply instead. Please refer to the DCU Maternity Leave or Paternity Leave policies for information. 
• The University also provides support to partners of those who experience pregnancy loss. This includes access to counselling services and existing flexible leave options for employees who may need time off to care for their own well-being or to provide support to their partners.
• Other supports are in place for those experiencing a pregnancy loss. This includes flexible working schedules for a defined period during or immediately after the loss or upon return from pregnancy loss leave (e.g. availing of remote working periods, flexi start and end times). 

How do I apply for pregnancy loss leave?

We acknowledge that for many, a pregnancy loss will be unexpected and leave may need to be taken at very short notice. In recognition of this, we are seeking to make this leave provision as simple as possible for the employee to take.

Full details on availing of this leave can be found in the Pregnancy Loss Application Process.  

Below is a quick guide to support you:

1. Notify your line manager as soon as practicable that you need to take pregnancy loss leave.
2. Provide supporting documentation to DCU People: a letter/certificate from your GP, consultant, or clinic confirming the loss.
3. Submit via DCU People Helpdesk: select the Sick Leave category so it's routed correctly; your documents are held securely and confidentially (GDPR compliant).
4. State how many days you need: up to a maximum of 10 days paid leave. You don't have to take the full amount if you don't need it.
5. Your record is updated confidentially: this leave is tracked separately from your sick leave balance.
6. Need more time? You can use annual leave, sick leave, or a leave of absence for any additional days.

Fertility Treatment: What am I entitled to?

• Employees undergoing fertility treatment are entitled to up to 10 days paid leave per cycle, with an overall maximum leave of 30 days during the course of employment. This can be taken as part-days or full-days and in blocks or as separate leave days, where required.
• Other supports are in place for those undergoing fertility treatment. This includes flexible working schedules for a defined period, and with consideration for team demands and the nature of the employee’s role (e.g. availing of remote working periods, flexi start and end times).  

How do I apply for fertility treatment leave?

Full details on availing of this leave can be found in the Fertility Leave Application Process.

Below is a quick guide to support you:

1. Agree leave dates with your line manager: as far in advance as possible.
2. Provide supporting documentation: a letter/certificate from your fertility clinic/consultant, submitted at the start of each treatment cycle.
3. Submit via DCU People Helpdesk: select the Sick Leave category so it's routed correctly; your documents are held securely and confidentially (GDPR compliant).
4. New cycle? New letter: a fresh letter/certificate is required for each additional fertility cycle undertaken.
5. Core Portal is updated: once your certificate is received, DCU People Services activates the Fertility Leave option on Core and adds a balance of 10 days per cycle. You don't have to use the full 10 days if you don't need them.
6. Request leave through Core Portal: approved by your line manager. Up to 10 days per cycle, with no limit on the number of cycles — but an overall total cap of 30 days.
7. Unused days? Let DCU People know once treatment concludes so any unused balance can be removed.
8. Need more time? You can use annual leave, sick leave (e.g. for medically certified procedures), or a leave of absence for any additional days.

How the 30-day maximum works in practice

An employee can request fertility leave for as many treatment cycles as they need,there's no cap on the number of cycles. However, the total amount of fertility leave available across an employee's entire employment is capped at 30 days.

Example 1:

• Cycle 1: Employee takes 10 days → 10 days used, 20 days remaining
• Cycle 2: Employee takes 10 days → 20 days used, 10 days remaining
• Cycle 3: Employee takes 10 days → 30 days used, 0 days remaining

Example 2: 

• Cycle 1: Employee takes 5 days → 5 days used, 25 days remaining
• Cycle 2: Employee takes 10 days → 15 days used, 15 days remaining
• Cycle 3: Employee takes 5 days → 20 days used, 10 days remaining
• Cycle 4: Employee takes 5 days → 25 days used, 5 days remaining
• Cycle 5: Employee takes 5 days → 30 days used, 0 days remaining