Many UAE workplaces push for miscarriage leave to support grieving parents
An increasing number of employers across the UAE are now providing miscarriage bereavement leaves, suggesting a change in wellness policies in this part of the world.
This development comes as regional and international statistics highlight the need for this type of coverage. More than one in five pregnancies ends in a miscarriage, which is also the case in the UAE.
Despite the emotional and physical toll the loss inflicts, data shows that 95% of respondents, both women and men, do not take time off work to recuperate post miscarriage.
‘An insensitive region has to show more empathy’
Armin Jamula, Co-Founder of ItsHerWay, stated, “When parents are expected to return to work the day after a miscarriage, it reveals a painful blind spot in corporate empathy. Our pledge is a call to action, to normalize such an important dialogue… that women and men deserve the space to grieve after such profound loss."
The initiative has started with the support of business and HR leaders from the UAE who are willing to adopt the policy.
Myra Bennett, Principal Consultant, Genie Recruitment, commented, “In my experience with clients, some businesses do provide compassionate leave for pregnancy loss and whilst it may not be as lengthy as maternity leave, the impact of that alone is tremendous. Providing time for parents to process something as altering as a death is genuine care. It lets them know that employees matter for much more than just a figure representing them on a spreadsheet.”
HR professionals have pointed out that there is an opportunity for them to collaborate directly with therapists.
“When individuals explain situations, especially so harsh and raw as the passing away of a loved one, they’re not breaching into confidential matters. They are creating essential space where empathy can flourish,” the HR professionals explained.
“Offering a simple ‘you aren’t alone and we’re here, should you require us,’ while not seeming too practical, is impactful. Knowing that you can be at rock bottom and someone coming forth to help you is everything. There’s much more businesses have the ability to do.”
Others said that truly compassionate workplaces recognize that celebrating employee milestones is nice, however, so is acknowledging pain.
Fatima Ahmed, Associate Vice President Happiness, Pathfinder Global FZCO, remarked, “A manager’s response must include an empathetic reaction that maintains privacy while being attuned to relevant cultural nuances. No woman should feel isolated or shunned during her most delicate hour – that is not policy, but rather is leadership with spirit.”
They also highlighted that local therapists or other specialized support partners need to be engaged – like providing HR staff with an onsite specialist contact to call when such a situation arises, which is impactful.
Zaid Alhiali, co-founder at Marc Ellis, commented, “If needed, we can also support mental health by involving a trusted mental health company. We can also, in some cases, provide a gradual return-to-work policy or remote work for a period until they are able to physically return to the office. By doing these things, we are making policies that strengthen workplace functionality, but that also make the workplace stronger when people need support.”
Legally compliant practices
Forthcoming policies permit employees who lose an unborn baby to apply for maternity or bereavement leave.
The managing partner of Ashish Mehta Associates LLC, Ashish Mehta shares, \"In keeping with Article (30) clause 1, of the UAE Employment Law, a female employee is entitled to maternity leave of 60 days, whereby the first 45 days are for full wage and the rest 15 days are half wage.
Furthermore, by the provisions of Article (30) clause 3, a female employee is permitted to take full maternity leave as per the provisions of Article (30) clause 1, if the delivery takes place six months or more into the pregnancy, irrespective of whether the child is born dead (still born) or alive but dies subsequently.”
In the case of bereavement leave, An employee governed by the UAE Employment Law is entitled to three days’ paid bereavement leave upon the death of a child.
This paid bereavement leave, in the event of death of a child, can be requested by either the female or male employee.
Mehta added, “There are no specific provisions within Article (32) of the UAE Employment Law regarding the age of the deceased child that an employee seeking bereavement leave has to be of.”
“Provision of leave as highlighted in Article (30) clause 3 is applicable when bereavement leave is sought for loss of an unborn child. This would mean that foetuses of six months and above would be classified as a baby. In the given circumstances, still births and postnatal deaths after six months of pregnancy would also be applicable.”
Comments