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Last week, the New Zealand parliament unanimously approved legislation which gives couples who experience a miscarriage or stillbirth three days of paid leave. By joining the small number of countries that offer miscarriage leave, such as India and the Philippines, and in return helping to pave the way for others to follow suit, the island nation has been praised. In view of the COVID-19 pandemic dramatic impact on maternal health– according to a study published Wednesday, there has been a global increase in stillbirths, maternal mortality and maternal depression – New Zealand’s groundbreaking law has sparked a global conversation. Many in the United States are asking: Why hasn’t the United States, one of the most developed countries in the world, put in place policies to support parents who experience pregnancy loss?
According to the maternal and child health nonprofit March of Dimes, 10-15% of pregnancies end in miscarriage, with most miscarriages occurring in the first trimester, before the 12th week of pregnancy. “Miscarriage is a traumatic and overwhelming experience for women and families,” says Amanda kallen, MD, reproductive endocrinologist with Yale Fertility Center Recurrent Pregnancy Loss Program. “What compounds the feeling of loss and grief is the fact that women always face enormous stigma and shame when they experience pregnancy loss and are often not encouraged to talk about their experience and loss. It can lead to isolation and disconnection at a time when women need support more than ever. In treating patients, Kallen is able to draw on her own experience not only for overcoming the initial physical and mental barriers of a miscarriage, but also for the psychosocial implications, particularly as it relates to the workplace. After the birth of her son, Kallen suffered two pregnancy losses while balancing a job and found support in the workplace to be insufficient in both cases.
“When my mother passed away, I was able to cry publicly, receive flowers, cards and greetings from friends and colleagues, and take time to attend to her funeral and cope,” says Kallen. “On the other hand, when I lost my first pregnancy, a half day off during the most painful part of the miscarriage was all I could handle because I had a busy clinical schedule that week. My second miscarriage happened at work and I went straight back to my office after the loss, as time off at that time seemed impossible. And it speaks of a privileged position as someone who has a stable, reliable job and has never been afraid of losing it – many women don’t have that luxury.
In this regard, another essential part of the conversation about termination of pregnancy is health equity, recognizing the disparities affecting Black, Indigenous and Colored people and their need for protections in the workplace. Providing paid time off after miscarriage, along with other reproductive outcomes, is essential, points out Nan Strauss, executive director of policy, advocacy and grantmaking for nonprofits. Every mother counts. “Women of color, and black women in particular, are more likely to be the sole or primary providers of their families and are also disproportionately likely to work in lower-paying jobs that currently do not provide for employment. paid time off, ”says Strauss. . “Ensuring that all families have protections – like guaranteed paid leave after childbirth, paid bereavement leave after miscarriage and other protections throughout reproductive life – is a matter of fairness. racial and birthright.
