Pregnancy Loss & Fertility Leave Policy

Pregnancy loss before 24 weeks gestation is the most common adverse outcome in pregnancy and is both a deeply personal experience for women and their partners, as well as being a societal reality in the workplace and community.

The impact of a pregnancy loss varies from person to person, but it can be an incredibly painful event that has a lasting physical and emotional impact on those experiencing it and their families, no matter the nature of the loss or when it happens.

Employees physically experiencing pregnancy loss up to 24 weeks of pregnancy are entitled to up to ten days paid leave during and/or in the immediate aftermath of a pregnancy loss. A certificate confirming a pregnancy loss has occurred is required by a GP/consultant in order to avail of this leave. To note, while a certificate is required, the leave will not be deducted from an employee’s sick leave balance.  

There is no requirement for an employee to avail of the full allocation of leave. In some cases, an employee may wish to return to work sooner, or take no leave at all. This can be discussed with the employee’s line manager and DCU People.

If additional time off is required, alternative leave arrangements should be agreed where appropriate with your line manager to include annual leave, certified sick leave or unpaid leave.

The University provides support to partners of those who experience a 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.

If a pregnancy loss is experienced from 24 weeks of pregnancy onwards, the employee is entitled to leave under the Maternity Leave or Paternity Leave Policies.

Returning to work after pregnancy loss can be incredibly challenging. Employees are encouraged to have an ongoing discussion with their line manager and DCU People about necessary temporary adjustments such as flexible working arrangements.

Undergoing fertility treatment can be a stressful period of time while also physically challenging and requiring some flexibility. We recognise that individual experiences can differ, with some people preferring to rest without any distraction, while for others being able to continue with their day-to-day activities is their preference. While employees may avail of existing leave entitlements such as annual leave or sick leave, where appropriate, while undergoing treatment, this policy provides a number of additional options to support employees during this time. They include: 

• Up to 10 days paid leave per fertility cycle, with an overall maximum of 30 days during employment. This leave can be taken either as a block or at critical stages of the treatment process. Leave can be taken as part-days or full-days. A medical certificate stating that the employee is attending the clinic or undergoing tests or treatment is required by your consultant/clinic in order to avail of this additional leave. While as much notice as possible for availing of this leave should be given, we acknowledge that at times appointments of this nature can arise at the last minute.
• Working from home during key treatment dates, where feasible for your role and with consideration for team demands. This should be implemented with approval from line management, in line with DCU’s Remote Working Policy. 
• Having a flexible start and end time or working hours to facilitate time off for time-critical appointments or treatments, where feasible within your role, in agreement with line management and in line with existing DCU policy. 

Where treatment is successful and pregnancy occurs, the employee will be covered by the Maternity Leave Policy or Paternity Leave Policy. 

Unfortunately, treatment is not always successful and DCU has other supports in place for employees at this difficult time if required. They may include: 

• Certified sick leave – where the employee’s doctor recommends a short period of certified sick leave, this is covered under our sick leave policy. 
• Employee Assistance Service (EAS) – DCU provides an EAS programme delivered by Spectrum Life and offers a free and confidential service for all employees. This includes a free and confidential counselling service which can be of support to employees during this time. 

Undergoing fertility treatment and/or experiencing pregnancy loss are sensitive matters and deeply personal. Disclosure is always voluntary and will be treated in the strictest of confidence. 

Employees in a position of authority have a responsibility to:

• Recognise that disclosure is particularly difficult for employees, be flexible and compassionate.
• Establish a culture of trust where employees feel comfortable to disclose if they choose to.
• Create a safe and respectful environment for all staff disclosing reproductive health/fertility challenges and/or pregnancy loss. 

• Familiarise themselves with the terms of this policy, and the specific role they play in implementing this policy.

• Ensure they listen to the needs of each employee individually and are open and willing to have workplace-related discussions about the impact of reproductive health or pregnancy loss. 
• Work together with the employee to ensure that the right support is provided.
• Approve the employee’s request for leave under this policy in a timely manner and be cognisant that leave requests such as this might be at late notice.
• Treat any disclosures in the strictest of confidence.
• Agree a suitable time and date to check-in with an employee before they return to work after pregnancy loss, and offer to have regular follow up check-ins to review any support and make any necessary adjustments that an employee may need, if they are comfortable doing so.
• Treat employees returning to work after a period of absence due to fertility treatment or bereavement in a sensitive and compassionate manner.
• Seek support from their People Partner on any aspects of this policy, if required. 

All members of the University, including those undergoing fertility treatment or experiencing pregnancy loss, have a responsibility to:

• Familiarise themselves with this policy and its provisions.
• Understand what information is available and seek advice and guidance when needed.
• Be as open with line managers as your comfort levels allow – reviewing and working through the available options together to ensure appropriate measures that support your needs are in place, which also allows their line manager to make any necessary arrangements.
• Agree to keep their line manager informed to ensure that the right support is being provided.

DCU People have a responsibility to:

• Ensure that all employees are aware of the provisions within this policy and their obligations under this policy.
• Ensure that any leave which is required by an employee is processed in a timely manner.
• Ensure that any disclosures are treated with confidentiality and respect.
• Ensure there is appropriate support provided to line managers in implementing this policy and providing support to employees availing of the provisions within this policy.