Ireland’s Pregnancy Loss Leave Bill 2025: What Employers Need to Know

In 2025, Ireland introduced the Pregnancy Loss (Miscellaneous Provisions) Bill, marking a significant and compassionate shift in how workplaces support employees through pregnancy loss. At SD Worx Ireland, we believe empathy and understanding should be at the heart of every HR policy - and this new legislation is a powerful example of that.

The Bill provides statutory paid leave; an estimated five working days of paid leave for the pregnant person and two and a half days for the other parent, regardless of service length, subject to medical certification.  

The Pregnancy Loss (Miscellaneous Provisions) Bill 2025 introduces statutory paid leave for employees who experience pregnancy loss - recognising the emotional toll, physical recovery, and grief that often accompany such events.  

By formally acknowledging this experience, the Bill helps break the silence that often surrounds pregnancy loss in the workplace, reducing stigma and encouraging open, compassionate dialogue. It also extends support to partners, recognising that loss affects more than one person. For employers, this is an opportunity to lead the charge with empathy and create a culture where employees feel seen, supported, and safe. 

This legislation gives employers a chance to lead with empathy - creating policies that not only meet legal requirements but also strengthen employee loyalty, wellbeing, and retention.

The Pregnancy Loss (Miscellaneous Provisions) Bill 2025 introduces a range of compassionate measures designed to support employees during one of life’s most difficult experiences. Crucially, the entitlement to paid leave begins from day one of employment - no qualifying period required - ensuring immediate support when it’s needed most. Leave is granted upon certification by a registered medical practitioner, offering a respectful and confidential process.  

This new provision stands apart from existing entitlements such as maternity, paternity, or sick leave, reinforcing its unique purpose. To protect employees during this vulnerable time, the Bill includes safeguards against dismissal, suspension, or termination while on leave. It also proposes an optional, private register for recording pregnancy loss - a sensitive step toward recognition without intrusion. Together, these measures reflect a growing commitment to empathy in the workplace, helping employers build cultures of care, trust, and emotional intelligence. 

This bill is a reminder that HR is not just about policies - it’s about people. And when we support people through their hardest moments, we build workplaces where employees feel safe to speak up, supported when facing heartbreak, and reassured that their pain is met with compassion - not silence.