Miscarriage, Menopause and Fertility: Why Policy Language Matters

"People didn't feel safe disclosing it," said Kate Rosen, an HR Leader and Fractional People Consultant. She was referring to the silent aftermath of a miscarriage during her first few months in a new role. "I had to ask for a week off and just say it was for 'medical reasons.' I didn't feel comfortable sharing the truth."

Her experience is not unique. One in four pregnancies ends in miscarriage. One in six couples faces infertility. Nearly half of women will navigate perimenopause while still in the workforce. Yet few HR policies explicitly name these experiences.

This Silence Sends a Message: We Don't See You.

When reproductive experiences are left out of policy manuals, leave policies, and benefit documents, employees feel excluded—or worse, invisible. As Japneet Gill, a Senior HR Business Partner, explains: "Inclusive language creates visibility. Equity ensures access. You need both."

Small changes in policy language can dramatically shift workplace culture. Consider these substitutions:

• Instead of Maternity leave, use Parental leave
• Instead of Mother or father, use Birthing parent or partner
• Instead of Time off for surgery, use Bereavement leave for miscarriage
• Specify that employees may choose to disclose—never that they must

What Low-Cost, High-Impact Policy Updates Look Like in Practice

• Bereavement Leave: Updated to include miscarriage, stillbirth, and fertility loss
• Reintegration Plans: Created for employees returning from leave after loss or treatment
• Gender-Affirming Language: Inclusive of trans and non-binary reproductive experiences
• Anonymous Surveys: Used to assess unmet needs and lived experiences

None of these required large budgets. As Japneet puts it: "We started by simply asking: who are we designing this policy for?"

Empowering Managers With Empathy

Since reproductive health disclosures are sensitive, many managers don't know how to respond. Training managers on empathetic response protocols and supportive language is essential—otherwise, even the best policies fall flat in practice.

Start with these quick wins:

• Review and revise leave policies to name miscarriage, fertility treatments, and menopause
• Audit benefit handbooks for binary, heteronormative, or exclusionary language
• Circulate a plain-language guide to your team explaining available supports
• Host a listening session or use an anonymous pulse survey to uncover unmet needs
• Partner with organizations like Fertility Matters Canada or myStoria for webinars, Q&As, or template policies

Updating HR policies to reflect reproductive realities is more than compliance—it's about compassion. When employees feel seen and supported, they are more likely to remain engaged, loyal, and productive.

"It's not just about fertility—it's about whether employees feel they can bring their whole selves to work." — Carolyn Dube, Executive Director, Fertility Matters Canada

Let's stop treating reproductive health as taboo. Start by changing the words. Then watch the culture follow.

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