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Nearly 70 million working women in India would consider leaving jobs if they didn’t receive support after a miscarriage. 78 million fear job loss or negative career consequences
Unlike maternity leave, miscarriage often remains invisible at workplace. Women frequently return to work while dealing with physical recovery and emotional distress. Many do so without informing colleagues or supervisors.
A 38-year-old IT professional in Bengaluru, who did not wish to be identified, found herself in a workplace quagmire after suffering a miscarriage a few months ago. She recalls struggling to cope with her emotions while also trying to maintain a brave face at work, as she could not bring herself to share her situation with colleagues or managers.
She is not the only woman in India to grapple with the fear of discussing a miscarriage at work. A new survey by Quest Global and YouGov shows that nearly 70 million working women in the country would consider leaving their jobs if they did not receive adequate support after a miscarriage. Even more strikingly, an estimated 78 million women fear job loss or negative career consequences if they disclose a miscarriage to their employer.
The findings raise a question: Is India Inc overlooking a major factor affecting women’s workforce participation, productivity and retention?
The Silent Workplace Taboo
Miscarriage is a deeply personal experience, but for many working women, it is also a professional challenge.
The Quest Global-YouGov survey found that fear remains one of the biggest reasons women choose not to discuss pregnancy loss at work. Nearly 80 million women remain silent because they fear judgement from colleagues, managers or employers.
Unlike maternity leave, which is increasingly recognised as a workplace issue, miscarriage often remains invisible. Women frequently return to work while dealing with physical recovery, emotional distress and uncertainty about future pregnancies. Many do so without informing colleagues or supervisors.
The result is a paradox: pregnancy loss is relatively common, yet conversations around it remain rare in offices.
“For many women, pregnancy loss is a deeply personal experience, and deciding whether to share it at work is not always easy,” said Sonali Chowdhry, CEO, OfficeNet. “Some may prefer to grieve privately, while others may worry about facing uncomfortable questions or being perceived differently in a professional setting. Limited awareness and the lack of clear support systems in workplaces can also make these conversations more difficult. Fostering a culture of understanding and empathy can help employees feel more supported in making the choice that is right for them,” Chowdhry added.
How Common Is Pregnancy Loss?
Medical research suggests pregnancy loss is far more common than many people realise. According to estimates published by The Lancet, around 23 million miscarriages occur globally every year, equivalent to roughly one pregnancy loss every seven seconds. The World Health Organization (WHO) has also highlighted miscarriage as a significant public health issue affecting millions of women and families worldwide.
In India, around 7% of pregnancies among women of reproductive age end in miscarriage. Given that the country records an estimated 132.5 million births annually — about 363,000 every day — this translates into a significant number of women experiencing pregnancy loss each year.
Repeated miscarriages can have lasting health consequences. Apart from increasing the risk of complications in future pregnancies, including stillbirth, they have also been associated with a higher likelihood of developing conditions such as heart disease and blood-clotting disorders later in life.
Women comprise 40% labour force, and those In India, and around 2 to 3 million enter professional roles across technology, engineering, finance, healthcare and services every year. A substantial number of women are likely to experience pregnancy loss during their working years.
Despite its prevalence, workplace policies and conversations around miscarriage have not kept pace with changing workforce realities.
“Miscarriage (issue) in the workplace is simply invisible because it is treated as a private problem for women instead of an organisational concern for employee health. Most company policies cater to women bearing children but do not consider miscarriage or loss of a child during pregnancy when developing employee support policies. Employee support policies need to address the realities of women’s health better and encourage open, compassionate conversations among all employees about women in an effort to improve their support policies and develop more inclusive human resource management frameworks,” said Pooja Ravindra Rokade, Director, Star Bio Pharma.
The Career Cost Of Staying Silent
The consequences extend far beyond the immediate health impact. The survey found that three out of four women reported a decline in confidence following pregnancy loss. That loss of confidence often affects workplace performance, productivity and career progression, particularly when women feel unable to discuss what they are going through.
Many women worry that disclosing a miscarriage could influence promotion decisions, project assignments or perceptions of commitment. Others fear being treated differently by colleagues or managers. As a result, women may continue working while carrying a significant emotional burden, often without any formal support structure.
“Navigating pregnancy loss while continuing to meet professional responsibilities can be emotionally challenging,” Chowdhry said. “When women feel unable to acknowledge or discuss their experience, it may lead to feelings of isolation and added emotional strain. While everyone copes differently, having access to understanding managers, supportive policies, and employee resources can make a meaningful difference in helping individuals feel supported during a difficult time,” she stressed.
The issue is simply not about grief, but also about workplace inclusion, mental well-being and employee retention, experts say.
“Women who are experiencing a miscarriage without understanding at work will experience emotional distress, anxiety, guilt, grief, and stress,” Rokade pointed out. “All of these emotional conditions will affect women’s productivity and confidence. Organisations must acknowledge that employee well-being has a direct effect on professional performance and an organisation’s long-term employee base.”
What Does The Law Say?
Labour laws do recognise pregnancy loss, though awareness remains limited. Under the Maternity Benefit (Amendment) Act, 2017, women are entitled to six weeks of paid leave following a miscarriage, subject to medical certification. However, awareness of this provision remains uneven among both employees and employers.
In practice, many women either do not avail themselves of this leave or feel uncomfortable discussing the circumstances that would enable them to claim it.
Unlike maternity benefits, miscarriage-related support rarely forms part of broader workplace conversations around diversity, equity and inclusion.
As a result, legal protections often exist on paper while many employees continue to navigate the experience largely on their own.
How Global Companies Are Responding
Around the world, a growing number of employers are beginning to treat pregnancy loss as a workplace issue rather than a private matter.
Several multinational companies have introduced miscarriage leave policies, reproductive-health benefits, fertility support programmes and counselling services. Some organisations now offer dedicated mental-health support for employees and their partners following pregnancy loss.
Companies like Pinterest (4 weeks), Goldman Sachs (20 days for miscarriage or stillbirth), and Reddit (up to 8.5 weeks) offer specific, paid pregnancy loss policies that apply to both parents and surrogates.
Companies like Unilever and Vodafone have instituted global “compassionate leave” standards that guarantee paid time off for pregnancy loss, ensuring employees are supported regardless of local labor laws.
The objective is not only to support employee well-being but also to improve retention and create more inclusive workplaces.
“Companies that do not address issues related to women’s healthcare lose skilled workers,” said Rokade. “Women who experience pregnancy loss can benefit from flexible leave, counselling services, empathetic leaders, and honest communication to help them build trust and loyalty. In both manufacturing and corporate environments, retaining highly skilled women requires a workplace culture that demonstrates resiliency and is more prepared for long-term success.”
The Diversity And Inclusion Blind Spot
For companies investing heavily in attracting and retaining women employees, pregnancy loss may represent a significant blind spot.
Nearly half of women surveyed said they would feel more comfortable speaking up if employers created “genuinely” supportive environments. Meanwhile, 43% said they would feel greater loyalty towards an employer that supported them through pregnancy loss, while 45% said such support would make them more likely to recommend their employer to others.
“Beyond policies, leadership conversations play an important role in shaping workplace norms. When organisations proactively address topics that have traditionally been left out of the employee well-being narrative, they help normalise a broader understanding of what support at work should look like. This can contribute to more equitable career experiences, strengthen women’s confidence in returning to and advancing within the workforce, and ultimately build more diverse and resilient organisations,” said Chowdhry.
In an increasingly competitive talent market, the findings suggest that support during reproductive-health challenges could influence employee retention, engagement and employer branding.
For companies focused on improving female leadership representation and reducing attrition, the issue may be as much a business concern as a social one.
About the Author
Shilpy Bisht is a News Editor at News18, where she leads the English app operations. She writes on world affairs, health, AI, career, business, and issues affecting women and children. A former print …Read More
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