Tragically, stillbirth is a relatively common in Australia, with around six babies a day being stillborn.
That means you’ve got up to 12 working age-parents a day, or 4380 people a year who need adequate support during one of the toughest times in their lives.
That’s more than the entire workforce in Australian Parliament House on a sitting day, according to the lead researcher of global HR think-tank Reventure and spokesperson for a future that works, Dr Lindsay McMillan.
Consequently, Australian workplaces should actively assist the parents of stillborn children with their paid parental leave schemes, according to the national workplace campaign a future that works.
The call comes in support of Stillbirth Foundation Australia’s push for employers to include the entitlement for parents with stillborn children.
This means that the 108 organisations that have already signed up to the a future that works campaign will be encouraged to review their policies and act if needed.
“Parental leave for parents of stillborn children is not applied consistently over the public and private sectors, and we are calling on companies to review their policies to remove any doubt that parents will get their entitlement,” said McMillan.
“This will appropriately recognise parents of stillborn children as parents, and give them the choice of how to deal with their loss, which might be taking paid parental leave, or it might be returning to work early – it’s their choice.
“Whilst this is obviously a very personal issue, it is also for many people an issue that impacts their employment, and it is important that workplaces recognise this.”
McMillan added that they hope that it triggers more workplaces to have a look at their parental leave policies and make changes that are purposeful and meaningful.
“The act of formalising something compassionate is significant for the workplace and will demonstrate to employees that they are valued,” he said.
Stillbirth Foundation Australia, general manager, Victoria Bowring said that some managers might interpret paid leave not applying in the case of stillbirth, despite the best intentions of the employer, and this ambiguity needs to be completely removed.
“Having it clear in corporate policy removes any doubt and sends a message that an employer recognises stillbirth as a social issue,” said Bowring.
“That said, as some parents may want to get out of the house and go back into the workforce early, this should also be supported.
“This is about making it clear to everyone that it is the parent’s choice, not anyone else’s, as to when they are ready to return to work.”
She added that making paid parental leave available when stillbirth occurs during the pregnancy is important regardless of whether the employee has already began their parental leave.
“A parent is legally required to register the birth of a stillborn baby and yet also has to contend with organising a funeral for their own child, a burden that no parent should face,” she said.
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