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Workshops are held multiple times a year and can be booked here

If you are interested in hosting a bespoke workshop for your organisation please contact us

Charting a New Path in Perinatal Care through Advocacy, Education, and Support for Neurodivergent Birthing People

Neurodivergent Birth was launched in February 2023 by doula Victoria White, with the aim of increasing understanding and awareness of neurodivergent perinatal experiences.

Victoria's daughter was diagnosed as autistic in 2022, and Victoria has also recently been exploring her own neurodivergence. Following her daughter's diagnosis, she read everything she could get her hands on about neurodiversity, and she began to see how many aspects of pregnancy, birth and the postnatal period could be challenging and experienced differently by neurodivergent people.

She launched an Instagram page and a podcast to facilitate the conversation. The response that this was a much-needed space within the birth world was overwhelmingly positive, and she began to have many wonderful and informative conversations with neurodivergent people, healthcare professionals and researchers via the podcast. This then led to the development of a competency workshop for birthworkers; 'Supporting Neurodivergent Birth', which she co-facilitates with fellow doula and neurodivergent advocate Sam Sheppard.

The workshop is held over 2 sessions; with the first session focusing on understanding the challenges neurodivergent people can face perinatally, and the second session a collaborative session to explore how birth workers can better support these challenges. The positives of neurodivergent birth are also explored, along with other themes including the importance of language, gender bias, late diagnosis, the role of hormones and much more. With an estimated 15-20% of the population being neurodivergent in some way, this is essential CPD for any inclusive birthworker.

Victoria and Sam have been delighted to be asked to create bespoke workshops for several birth organisations, and 'Supporting Neurodivergent Birth' now features in training offered by The Naked Doula, The Calm Birth School and The Fourth Postpartum CIC, with more collaborations in the pipeline. In June 2023 the workshop became accredited as official CPD for Doula UK (the UK's doula association).

The podcast is now heading into its second season. Interviewees include Sunday Times bestselling author Heidi Mavir, chair of the Maternity Autism Research Group Sara King, and writer, autism advocate and Tommy's ambassador Caro Tasker. Each episode explores the interviewees' own perinatal experiences from their neurodivergent perspective, the current level of understanding and awareness of ND support needs within health and social care services, and how small 'reasonable adjustments' can have a big positive impact. Get in touch if you would like to share your own neurodivergent story in a future episode.

'Supporting Neurodivergent Birth' Featured by:

Sam Sheppard

Workshop Facilitator

Sam has been a birth and postnatal doula since 2008. She has been privileged to have supported many births and families over the years and continues to remain in awe of women & birthing people; what they overcome and the power they have within them is truly remarkable and inspiring.

You'll find Sam in Essex with her husband, two children and menagerie of pets! She has been a mentor and now also facilitates doula training courses which she loves. Through all of these experiences Sam has found a desire to explore what support looks like for those with different needs, ways of thinking and lifestyles.

Having ASD and sensory issues herself, as well as close family members with neurodivergent diagnoses, the passion and drive to make the birth and postnatal period as accessible and supportive as possible has led her to Neurodivergent Birth.

Victoria White

Founder and Director

Victoria is a birth and postnatal doula who supports families through pregnancy, birth and beyond. She believes birthing people have the right to a positive birth and postnatal experience, and that this can be achieved with the help of consistent and compassionate support. She offers support both in person in Aberdeen, Scotland, and online anywhere in the world. She is also a trained Traumatic Birth Recovery 3 Step Rewind Practitioner, and Perinatal Emotional Health and Wellbeing Practitioner. She is the mum of two girls, one of whom is autistic, and is passionate about improving support for neurodivergent people perinatally.

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Supporting Neurodivergent People in Pregnancy, Birth, and Beyond. Chart a new path in perinatal care with Neurodivergent Birth. We advocate for, educate about, and support neurodivergent birthing people. Our workshops explore the unique challenges and positive aspects of neurodivergent birth.

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A forum specifically for the support of members who are dealing with grief.

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Ask questions and be encouraged by other Christians.

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Sands - Saving babies' lives. Supporting bereaved families.

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Returning to work after pregnancy and baby loss | Sands - Saving babies’ lives. Supporting bereaved families.

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Everyone responds to grief in different ways. Some may prefer to not talk about their baby upon their returning to work, whereas others may find talking about their baby gives them great comfort. We understand that colleagues and managers can also feel uncertain about what to say. We are here to support you, whether you have experienced pregnancy or baby loss, or are a colleague or employer.

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We will be sensitive to you and your partner's needs and will provide the highest quality medical care and sensitive emotional support. If you were referred to us, we will request details of your previous medical examinations, ultrasound scans and blood tests.

If you referred yourself or we cannot access your medical records, you will:

have a brief discussion about the circumstances of the pregnancy and your decision

undergo a medical assessment including an ultrasound scan to determine gestational age

have a finger prick blood test

have a discussion about procedure options

In all cases, we explain the risks, benefits, and alternatives for treatment. You will need to sign a consent form to say that you understand the risks of the treatment you have chosen and that you wish to proceed. Sometimes two parents ask to sign the form, please let us know if this something you are considering.

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Ending a Pregnancy Because of Fetal Anomaly

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If you have been told there are problems detected with your baby, it is normal to experience a range of emotions. You may be considering ending the pregnancy or you may be seeking information about your baby's condition to make a decision.

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Sands - Saving babies' lives. Supporting bereaved families.

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Pregnancy and baby loss affects all communities, though the experiences surrounding them may not always be the same. We recognise that the experiences of Black and South Asian parents are different however both communities have told us about very specific experiences of maternity care, as well as describing the taboo and isolation that can be associated with baby loss. We also know that both Black and South Asian parents are more likely to experience a loss.

We recognise the need for greater engagement and tailored support for Black and South Asian parents, family members and others. That is why we have created these dedicated safe, and confidential spaces for you, for as long as you need us and no matter how much time has passed since your loss.

Sands is here to support you and support is available in many different ways.

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Support for Black and South Asian communities | Sands - Saving babies' lives. Supporting bereaved families.

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We are so sorry that you find yourself here, but we are very glad you've found us.

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Established by two bereaved dads, they provide a safe space for other bereaved dads to turn to. Offers information via their website, social media and podcasts.

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Baby Loss Support For Fathers | Dad Still Standing

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Dad Still Standing is a place for dads who have suffered baby loss to find support. Our podcast, advice, guidance, and tools support dads through their grief journey. Created by two dads who have both lost babies, Dad Still Standing is offered by dads, for dads, in a way grieving dads can relate.

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Supporting all parents and carers of twins, triplets or more who have died whether it was during or after pregnancy. Peer-to-peer befriending service, social media support groups and resources

Tel: 01252 332 344

Email: support-team@tamba.org.uk

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Our bereavement service offers a variety of support to all parents and carers of twins, triplets or more who have experienced loss during pregnancy, at birth or at any point afterwards.

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A registered charity supporting families experiencing pregnancy following a loss by miscarriage, stillbirth, or neonatal death. Their website provides advice, resources, and personal stories of pregnancy after loss.

You can apply for a free Willows Rainbow Pregnancy comfort box on their website. Each box comfort contains items to help reduce anxiety and promote positive mental health and well-being during a rainbow pregnancy.

On the first Monday of each month, they host #RainbowBabyHour on their Instagram account.

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Fertility Network UK is the UK’s leading charity providing information, support and advice to all those struggling to conceive.

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CBUK support children and young people (up to 25 years) who have been bereaved. They have many resources on their website which you might find helpful such as the leaflet -Explaining miscarriage, stillbirth or the death of a newborn baby to young children

Tel: 0800 02 888 40

Email:helpline@childbereavementuk.org

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We help children, young people, parents, and families to rebuild their lives when a child grieves or when a child dies.

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Join us on the first Thursday of every month, 12-2pm at Tesco, Brookfield Farm, Cheshunt, Herts, EN8 0TA.

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When a person is bereaved it means a loved one, or someone important to them, has died. Grieving is feelings lots of different emotions about the death. Explore this and Lois Tonkin’s Model of Grief, and William Worden’s Tasks of Grief.

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Relax With Lucy & Co - Ellie's Gift Project

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Baby Loss Mindfulness & Relaxation Series - Hello & Welcome

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A registered charity who strive to improve the care of women, with a diagnosis or possible diagnosis, of an ectopic pregnancy. Their website contains resources, information and a blog.

Tel: 0845 0704 636

Email: hello.epf@gmail.com

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Perinatal Trauma and Loss Support | FLY Mama

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FLY Mama provides physical and emotional support for those who may have experienced perinatal trauma or loss.

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How do I start to exercise after baby loss?

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Many report that exercising helps with both these physical and emotional aspects of a grief journey after a loss. Physio, Jenni Calcraft explores the benefits.

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Children of Jannah aims to meet the needs of grieving Muslim parents in the UK and beyond, providing practical, emotional and spiritual support, whilst educating friends, families, professionals and others to be better able to support them.

Support & Information Line: 0161 480 5156

Monday-Thursday, 10:00am-2:00pm

Bereavement support: http://childrenofjannah.com/our-work/support/bereavement-support-group/

Email: support@childrenofjannah.com

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In your darkest time, we can help you to find the light.

When grief is all consuming and when there seems there can be no tomorrow, we can help you to find the strength to face each day.

With compassion, empathy and without judgement, we will support you during your most difficult of times.

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In your darkest time, we can help you to find the light. When grief is all consuming and when there seems there can be no tomorrow, we can help you to find the strength to face each day. With compassion, empathy and without judgement, we will support you during your most difficult of times.

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This page contains information on:
March 2024 This information sheet outlines rights to time off and pay if you have suffered a miscarriage, stillbirth or loss of your baby shortly after birth.
If your baby is stillborn before the end of the 24 th week of pregnancy it is treated as a miscarriage. Unfortunately you cannot qualify for maternity leave or pay if you have a miscarriage.

If you need time off work following the loss of your baby you can ask your employer if they provide compassionate leave or you could ask to take annual leave or agree a period of unpaid leave.
What if I am not well enough to work following a miscarriage?
You are entitled to take sick leave if you are not well enough to work and you should follow your employer's sickness reporting procedures. If you need time off sick as a result of your miscarriage this should be treated as pregnancy-related sickness, however, it is a good idea to talk to your GP as it is up to your GP to certify whether your absence is pregnancy-related.

There is no time limit on sickness absence following a miscarriage. If your GP has certified your sickness absence as pregnancy-related, this applies for as long as your sick leave lasts.

Your employer must count any sick leave related to your pregnancy or miscarriage separately and must not use it against you, for example, for disciplinary or redundancy purposes.

You do not have to tell your employer about your miscarriage if you do not want to but any sick leave will not be protected as pregnancy-related.
Am I entitled to sick pay?
You are entitled to any sick pay that you would normally qualify for when off sick. Check your contract to see if you are entitled to contractual sick pay. If not, you can get Statutory Sick Pay (SSP) if you meet the qualifying conditions.

SSP is £116.75 per week (April 2024 - April 2025). SSP is paid by your employer once you have been off for four or more days in a row, including non-working days. You do not receive SSP for the first three waiting days.

To qualify for SSP you need to earn at least £123 a week (April 2024 - April 2025) on average in the eight weeks before your first day of absence from work. SSP is payable for up to 28 weeks.

If you are not entitled to SSP your employer should give you form SSP1. You may be able to claim new style Employment Support Allowance instead (if you have paid sufficient national insurance contributions in the past) and/or you may be able to claim Universal Credit.

You may also be able to get Universal Credit if you are on a low income or receiving SSP or new-style ESA. See Benefits below for how to claim.
My employer says that I can only count two weeks of sick leave as pregnancy-related following a miscarriage. Is that right?
It is up to your GP or medical practitioner to decide whether your sickness is related to your pregnancy or miscarriage and sick leave can be certified as pregnancy or miscarriage-related for as long as necessary.

The Equality Act 2010, section 18, provides protection against discrimination on the grounds of pregnancy or pregnancy-related sickness for a protected period of two weeks from the end of a pregnancy for women who are not entitled to maternity leave. During this period you are protected against discrimination, dismissal, redundancy or unfair treatment related to your pregnancy, miscarriage or related sick leave.

After the two week protected period you may have a claim for direct and/or indirect sex discrimination (rather than pregnancy discrimination) under the Equality Act 2010, sections 13 & 19, if you are dismissed, made redundant, disciplined or treated unfairly because of your pregnancy, miscarriage or related sick leave. You will need to consider what evidence you have to show that the unfair treatment or dismissal was related to your miscarriage or subsequent sick leave and it is important to get specialist advice as soon as possible as these can be difficult claims to bring if you have a lengthy period of sickness absence.

If you are an employee you may also have claims for unfair dismissal (if you have two years' service), detrimental treatment (which can include a range of unfair treatment) or automatic unfair dismissal on the grounds of pregnancy (including a miscarriage or related sickness absence). This protection is not limited to a specific period and applies to treatment related to pregnancy or pregnancy/miscarriage-related sickness, regardless of how long you are off sick.

You do not need to be employed for two years to bring a claim for discrimination, automatic unfair dismissal or detrimental treatment as you are protected from day one of your employment. You must contact ACAS within three months (less one day) from the date of the act or series of acts you are complaining about if you want to start a claim in an employment tribunal. For more information, see: Dealing with problems at work

Stillbirth

If you are given a stillbirth certificate you are entitled to any maternity leave and pay that you qualify this (this may be Statutory Maternity Pay, Maternity Allowance and may also include occupational maternity pay from your employer, you should check your employer's maternity policy). See below for further information on Statutory Maternity Pay and Maternity Allowance.

A stillbirth certificate will be issued where a medical professional estimates that pregnancy lasted for a full 24 weeks. A medical estimate of the length of pregnancy may be based on a number of factors including scans, examination of the foetus or counting forward from the first day of the last menstrual period.

If you were not issued with a stillbirth certificate but your baby was delivered in or after the 16 th week before the start of your expected week of childbirth you may still be entitled to maternity leave and any maternity pay that you qualify for. This was confirmed in a tribunal case supported by Maternity Action. For more information about the case, see the section below on Maternity Allowance. It is arguable that this also applies to entitlement to maternity leave and Statutory Maternity Pay for employed women.

Your partner will also be entitled to paternity leave and pay if s/he meets the normal qualifying conditions, see the section below.

You may also qualify for parental bereavement leave/pay, see below.
How to work out the end of the 24th week of pregnancy for maternity leave and pay
This is calculated as being in or after the 16 th week before the week your baby was due. To work this out find the Sunday immediately before your baby's due date or use the due date if that was a Sunday and count back 16 weeks. That is the start of the 16 th week from which you can qualify for maternity leave and pay following a stillbirth.
My baby was stillborn after the end of the 24th week of pregnancy. When does my maternity leave and pay start?
If your baby is stillborn and you have not yet started your maternity leave, your maternity leave will start on the day after your baby was stillborn.

For more information on how to give notice to your employer for maternity leave and pay, see the section below on Notice.
I had already started my maternity leave before my baby was stillborn. What happens to my maternity leave and pay?
You are still entitled to your maternity leave and pay and it is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay. If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.

Neonatal death

If your baby died within the first 28 days of life this is considered to be a neonatal death. If your baby was born alive, at any time during your pregnancy, but did not survive, you are entitled to maternity leave, and any maternity pay that you qualify for. You may also qualify for parental bereavement leave/pay, see below.
My baby was born before my maternity leave had started but died shortly after the birth. When does my maternity leave and pay start?
Your maternity leave and any maternity pay that you qualify for will start on the day after your baby was born. It is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay (if you qualify). If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.
I had started my maternity leave before giving birth but my baby died shortly after the birth. What happens to my maternity leave and pay?
If you had already started your maternity leave and pay, you are entitled to stay on leave and receive your maternity pay. It is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay. If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.
Statutory Maternity Pay (SMP) Can I still get maternity pay if my baby is stillborn?
You are entitled to SMP or Maternity Allowance (see next section), if you meet the qualifying conditions, if your baby is stillborn after the end of the 24 th week of pregnancy. This is based on the date you delivered your baby, see above for working out the 24 th week of pregnancy.

If your baby is born alive at any time during your pregnancy but does not survive, you are also entitled to SMP or Maternity Allowance if you meet the qualifying conditions
Can I get SMP?
You can get SMP if you are an employee or worker, such as a casual or agency worker and your employer pays you through PAYE and deducts any tax or National Insurance and you meet the qualifying conditions below.

You can get SMP if your baby was stillborn (delivered after the end of the 24 th week of pregnancy) or your baby was born alive and did not survive, and:

you have been employed by the same employer for at least 26 weeks by the end of the 15th week before your expected week of childbirth. If your baby was born prematurely but did not survive or your baby was stillborn before the 15th week before your expected week of childbirth you can still qualify for SMP if you would have continued to have been employed up to the 15th week before the EWC.

you are still employed in the same job in all or part of the 15th week before your expected week of childbirth. You are still counted as being employed if you work full-time or part-time or if you are absent on annual leave, sick leave or furlough or you are an agency worker and no work was available that week.

you actually receive at least £123 (before tax) per week (April 2024 - April 2025) in earnings, on average in the eight weeks (if you are paid weekly) or two months (if you are paid monthly) up to the last pay day before the end of the 15th week before your baby is due. If your baby was born prematurely but did not survive or your baby was stillborn before the 15th week before your expected week of childbirth, your employer must use your average earnings for the previous eight weeks.

What is Statutory Maternity Pay?
SMP is paid for 39 weeks. SMP is paid at two rates: for the first six weeks you get 90% of your average pay.

The average is calculated from the pay you actually received in the eight weeks or two months up to the last pay day before the end of the qualifying week.

After the first six weeks SMP is paid at the flat rate of £184.03 per week (April 2024 - April 2025) for 33 weeks or 90% of your average earnings if that is less.

Your employer pays your SMP in the same way as your salary is paid. They deduct any tax and National Insurance contributions. Your employer can claim most or all of your SMP back from HM Revenue and Customs (HMRC).
You can get SMP even if you do not plan to go back to work. You do not have to pay SMP back if you do not return to work.
SMP is not classed as public funds. If you are subject to immigration control, see the Maternity Action information sheets on immigration status: https://maternityaction.org.uk/women-from-abroad/
When will my SMP start?
If your baby was stillborn, or your baby died after birth, and you have not yet started your maternity leave and pay, your SMP period will start on the following day. You must still give your employer notice that you are now on maternity leave and wish to receive your maternity pay, see Notice below.
I don't think I will qualify for SMP?
If you are not sure if you are entitled to SMP, you should ask give your employer your notice for maternity leave and/or pay and ask your employer to work out whether you qualify. If you do not qualify for SMP your employer must give you form SMP1 to explain why and you should claim Maternity Allowance instead.

If your employer is not sure how to work out your SMP or how to claim it back, they can ring the HM Revenue & Customs Employers' Helpline on 0300 200 3200 for advice.

For more information on maternity pay, see: Maternity Pay Questions

You may also be eligible for other benefits, see Benefits below.
What earnings are used in the calculation for SMP?
Your average weekly earnings for SMP will be based on all your earnings that are subject to National

Insurance contributions. Therefore, your earnings can include overtime, commission, bonuses or other sums paid during the SMP calculation period on which National Insurance contributions are paid.

In some cases you may benefit from an increase in earnings which will increase the amount of SMP you receive or sometimes your SMP can be reduced if your earnings are lower than normal during the SMP calculation period. Unfortunately the rules on calculating SMP are very rigid and your employer will not have any discretion if your earnings are lower than normal or you were receiving Statutory Sick Pay in the SMP calculation period.

If you are concerned that your employer has not calculated your average earnings correctly you can ask your employer to check with the HMRC Employer's Helpline 0300 200 3200. They can get information on how to calculate and reclaim your SMP.

If your employer refuses to pay your SMP, calculates it incorrectly or goes into liquidation, you can telephone the HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask for a formal decision. HMRC will order your employer to pay your SMP and if it is not paid, HMRC will pay your SMP directly.
My employer says I do not qualify for SMP because I was off sick during my pregnancy. What can I do?
If you received Statutory Sick Pay (SSP) during all of the weeks used to calculate your average earnings for SMP you will not have earned enough to qualify for SMP and you should claim Maternity Allowance instead. Your employer should give you form SMP1 explaining why you did not qualify for SMP.

If you received SSP during part of the period used to calculate your average earnings, your SMP may be reduced. For more information, see: Sickness during pregnancy and maternity leave

If your income is reduced you may be able to claim other benefits, see below.
Can an agency worker get SMP?
Agency workers, casual and zero hours workers can claim SMP if you are paid through PAYE with tax and National Insurance deducted at source and you meet the normal qualifying conditions.

You will be treated as having 26 weeks continuous employment even if you were unable to work because of sickness, annual leave, pregnancy or there was no work available in any particular week.

There are special rules on continuous service for temporary and seasonal workers which may allow you to count weeks when you were not working.

If you are refused SMP because of breaks in your employment record your employer should give you form SMP1. You can ask your employer to check your entitlement to SMP with the HMRC Employer's Helpline and if you disagree you can telephone the HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask for a formal decision. If you cannot get SMP, you may qualify for Maternity Allowance instead.

For more information for agency workers, see: Maternity and parental rights for agency workers
What can I do if my employer does not pay SMP correctly?
If your employer has refused to pay your SMP, is paying it incorrectly or has gone into liquidation and is unable to pay it you can contact HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask them to make a formal decision on your entitlement to SMP. If HMRC order your employer to pay your SMP and your employer does not pay it, HMRC will pay your SMP directly.
Can I get MA?
You can claim MA if your baby was stillborn (delivered after the end of the 24 th week of pregnancy) or your baby was born alive and did not survive. You can apply for MA if you do not qualify for SMP, for example, if you changed jobs, your earnings are too low or you are currently unemployed.

To get MA:

you need to have been employed or self- employed for at least 26 of the 66 weeks before the expected week of childbirth, and

you can find 13 weeks (not necessarily in a row) in which you earned over £30 per week on average. You should choose the weeks in which you earned the most. You can add together earnings from more than one job. If you are self-employed, see below.

You can also claim a lower rate of MA if you are the spouse or civil partner of a self-employed person and you help in their business.
What is MA?
MA is paid by the Jobcentre Plus for 39 weeks. MA is £184.03 per week (April 2024 - April 2025) for 39 weeks or 90% of your average earnings if that is less.

If you are claiming MA as the spouse or civil partner of a self-employed person, it is payable for 14 weeks at the rate of £27 per week.

MA is not classed as public funds. If you are subject to immigration control, see the Maternity Action information sheets on immigration status: https://maternityaction.org.uk/women-from-abroad/
When will MA start?
If your baby was stillborn, or your baby died after birth, and you have not yet started your maternity leave and pay, your MA period will start on the following day. You must give your employer notice to take maternity leave and you must contact the Jobcentre Plus to ask them to start paying your MA, see Notice below.
How do I claim MA?
The earliest you can make a claim for MA is 15 weeks before your baby is due. If you have not yet applied you should make a claim as soon as possible. MA can only be backdated for a maximum of three months so you may lose some MA if you apply late.

If you are not sure if you will qualify for MA you should ask your local Jobcentre Plus for form MA1 and make a claim or phone the JobCentre Plus claim line on 0800 055 6688. They will work out whether you can get the benefit.

You can also find the MA1 claim form online here: https://www.gov.uk/government/publications/maternity-allowance-claim-form

If you are not entitled to MA, they should automatically use the same claim form to check whether you can get Employment and Support Allowance instead (see section below).

For more information on claiming Maternity Allowance, see: Maternity Pay Questions
What can I do if MA is refused?
You can ask the decision-maker to look at your claim again. You have 28 days to ask for a mandatory reconsideration (review) and you should get advice, see Where to do for more help below. If you are still not happy you can ask to appeal.

In a tribunal case supported by Maternity Action, DWP decided that a self-employed woman (AH) was not entitled to Maternity Allowance as a pregnancy needs to have lasted for a full 24 weeks. The hospital provided her with a certificate acknowledging the delivery of her baby and estimating that the pregnancy had lasted 23 weeks and 3 days.

Her MATB1 stated that her due date was 18/10/2022.

The tribunal awarded Maternity Allowance as the appellant's baby was delivered on 27/6/2022 stating that the correct calculation of the end of the 24 th week of pregnancy for working out entitlement to Maternity Allowance was to count back 16 weeks from the start of the expected week of childbirth. This meant that the end of the 24 th week of pregnancy was 26/6/2022.

The tribunal decided:

'4. The MATB1 expressly refers to the due week of confinement and clarifies that the due week is the seven days beginning on a Sunday. The expected week of childbirth for [AH] was, therefore, the week of 16/10/22 to 22/10/22. Counting back 16 weeks before the expected week of childbirth means that the end of the 24th week was 26/6/22. [AH's] baby was delivered on 27/6/22, which was the day after the end of the 24th week. Accordingly, she is entitled to Maternity Allowance.

5. The legislation, which is principally contained in the Social Security Contributions and Benefits Act 1992, refers throughout to "week of confinement". I find that the correct calculation should use the start of the expected week of confinement as the reference point for the calculation for qualification for benefit.'

, 3 April 2024, First-tier Tribunal Brighton, case ref 1661337664066994

First-tier tribunal decisions are not binding on other tribunals but can be taken into account.

This case concerned a self-employed woman's entitlement to Maternity Allowance, however, it is arguable that an employed woman is entitled to maternity leave and SMP (if she otherwise meets the employment and earnings conditions) if there is evidence of delivery in or after the 16th week before the expected week of childbirth based on the date of the MATB1 maternity certificate.
Is there anything I can get if I don't qualify for SMP or MA?
You may be able to get Employment Support Allowance (ESA-Maternity) on maternity grounds if you do not qualify for SMP or MA but have done some work in the last three years but not recently. You do not need to do a Work Capability Assessment as you will need to provide your MATB1 maternity certificate.

ESA-Maternity can be paid from six weeks before your baby is due until two weeks after your baby is born. The rate of ESA varies according to your circumstances. ESA is £90.50 per week if you are over 25 or a single parent over 18.

You can get ESA-Maternity if:

you have paid or been credited with enough National Insurance contributions during the last three tax years that do not overlap the current calendar year.

You will need to claim MA first and if you do not qualify for MA the Jobcentre Plus must look at your contribution record to see if you can get ESA on maternity grounds. You do not need to make a separate application.

For more information on claiming ESA on maternity grounds, see the information sheet: Maternity Pay Questions

You may also be eligible for other benefits, see Benefits below.
What can I claim if I am self-employed?
You can claim Maternity Allowance following a stillbirth or the death of your baby if you meet the normal conditions. You do not need to prove your earnings when claiming MA as the JobCentre Plus will check your National Insurance contributions record.

A self-employed woman is treated as having the following earnings regardless of the amount you actually earn unless you do some employed work as well:

If you pay at least 13 weeks' class 2 National Insurance contributions in your 66 week test period, you will be entitled to MA of £184.03 a week (April 2024 - April 2025).

If you have not paid at least 13 weeks Class 2 National Insurance contributions in your 66 week test period, you will be treated as earning £30 a week (the MA threshold) and you will be entitled to MA of £27 per week (90% of your deemed average earnings).

You can pay Class 2 NICs voluntarily if you are self-employed, in order to qualify for the full rate of Maternity Allowance: https://www.gov.uk/voluntary-national-insurance-contributions

You may also be eligible for other benefits, see Benefits below.

How to give notice for leave and pay following a stillbirth or death of your baby
How do I give notice for maternity leave and pay?
To get maternity leave you must normally give your employer the following information in or before the 15th week before your baby is due (if your employer asks you to, you must put it in writing):

1. that you are pregnant

2. the expected week of childbirth (this is the date on your MATB1 maternity certificate)

3. the date you would like to start your maternity leave.

If you are not able to give notice by the 15 th week before your baby is due, you should give notice as soon as reasonably possible.

If you have already given your employer notice as above and your baby was stillborn before the date you planned to start your maternity leave or your baby was born before the start of your maternity leave and did not survive, you must contact your employer and tell them the date of birth or stillbirth (the date of delivery) and that your maternity leave and pay must start the following day. You should do this as soon as reasonably possible.

If your baby was born before the 15 th week before the expected week of childbirth and did not survive or your baby was stillborn before the 15 th week before the expected week of childbirth, you must contact your employer and tell them the date of birth or stillbirth and that your maternity leave and pay must start the following day. You should do this as soon as reasonably possible.

To get SMP/Maternity Allowance you MUST give your employer/Jobcentre Plus a copy of your maternity certificate (form MAT B1) stating your expected week of childbirth which your midwife or GP can provide. If you have not already given your employer your MATB1 maternity certificate you must give it to your employer within three weeks of your maternity pay starting or up to 13 weeks from the start if there is a good reason for the delay.

If your baby was stillborn before the 15 th week before the expected week of childbirth or before the date you had planned to start your maternity leave, in order to receive SMP/Maternity Allowance you must provide your employer/Jobcentre Plus with a stillbirth certificate issued by the registrar or a notification of registration of a stillbirth issued by the attending midwife or doctor.

If you gave birth and your baby did not survive before the 15 th week before the expected week of childbirth or before the date you had planned to start your maternity leave, you must provide your employer/ Jobcentre Plus with evidence of the week of childbirth in order to receive SMP/Maternity Allowance. This could be a certificate from the hospital or from your GP or midwife. If you provide a copy of your baby's birth certificate an employer is only allowed to keep a record of the date of birth and is not allowed to keep a copy of the birth certificate.

You do not have to provide any other documents other than those listed above.

Once you have given notice, your employer must write to you within 28 days and state the date you are expected to return from maternity leave.
I am not sure about how to tell my employer and colleagues about the loss of my baby?
Some of the organisations listed below can provide support and information on telling your employer and colleagues about the loss of your baby.

The stillbirth and neonatal death charity, Sands, has information on returning to work after the death of your baby and information that you can give to your employer if that would be helpful: https://www.sands.org.uk/support/bereavement-support/sands-returning-work
What can I do if I need more time off work?
Maternity leave lasts for 52 weeks and maternity pay lasts for 39 weeks. If you are not ready to return to work afterwards there are other options for taking more time off work and you may be entitled to parental bereavement leave and pay, see below .
Sick leave
If you are not well enough to return to work after maternity leave you are entitled to take sick leave. You should follow your employer's normal sickness reporting procedures.

If your employer provides contractual sick pay you are entitled to it in the usual way. If you are normally paid Statutory Sick Pay you may not qualify if you are returning to work after a period of unpaid leave. Your period of sickness must also begin after the end of your maternity leave in order to qualify for SSP. For more information see: Sickness during pregnancy and maternity leave
Annual leave
You can ask your employer if you can take annual leave immediately after your maternity leave. Your normal holiday entitlement continues to accrue during maternity leave so you may have some holiday owing to you.

All employees are entitled to at least 28 days paid annual leave. This can include paid Bank Holidays (you can check your contract or ask your employer). Annual leave should be agreed with your employer in the normal way and you should not be treated less favourably because you have been away on maternity leave.
Unpaid leave
You can ask your employer if they will agree to a further period of unpaid leave. Your employer does not have to agree to it. If your employer does agree to further unpaid leave ask your employer to confirm the agreement in writing including the period of leave agreed and confirmation that you will have the right to return to the same job.
Shared parental leave
Shared parental leave allows parents to share the mother's maternity leave if the mother returns to work early or cuts short her leave/pay to transfer to her partner. It does not provide any extra leave. Parents are not entitled to book shared parental leave following the death of their child.

If you have given notice before the birth of your baby to take shared parental leave and your baby is stillborn or dies after the birth, you are entitled to take the leave that you have already been booked. If you want to cancel any shared parental leave that has already been booked, you should give at least eight weeks' notice. If you want to make changes such as reducing the amount of shared parental leave booked or vary blocks of leave into a single period of shared parental leave, a bereaved parent is entitled to give one notice of variation, subject to eight weeks' notice.
What happens to my annual leave if I have been on maternity leave and sick leave for a long time?
You continue to accrue annual leave during sick leave and maternity leave. This means that you continue to build up your normal holiday entitlement as it you were still at work. Under the Working Time Regulations all workers are entitled to 28 days statutory annual leave. If you get more than 28 days holiday a year, the extra leave is contractual leave which is provided by your employer.

If you have been away from work for a long time because of sick leave and/or maternity leave, you may have accrued a large amount of leave. You will need to discuss with your employer when you can take this leave. You can take annual leave during sick leave, so you could ask to receive some paid holiday during your sick leave. You are entitled to carry forward 20 days annual leave if you cannot take it because of sick leave.
Can I ask to return to work on reduced hours?
Yes, all employees can make an application for flexible work if you would like to return to work part- time or you want to ask for changes to your hours, days or place of work. Your employer must consider your application reasonably and give you a decision within three months. They can only refuse for a good business reason. This usually results in a permanent change to your contract. If you only want a temporary reduction in hours you should talk to your employer about a phased return to work e.g. part-time for the first six months.

For more information, see: Child friendly working hours
What is parental bereavement leave?
You can take two weeks parental bereavement leave following a stillbirth or the death of a child under 18 if you are an employee and you give the correct notice. This is a day one right. You can take the leave at any time from the date of the stillbirth or death up to 56 weeks.

As maternity leave and pay will automatically start from the day after your baby's stillbirth, if you were not already on maternity leave, you will usually need to take parental bereavement leave after your maternity leave has ended.
What is statutory parental bereavement pay?
You are entitled to statutory parental bereavement pay of £184.03 per week (April 2024 - April 2025) or 90% of your average earnings if lower for up to two weeks if you are an employee, agency or zero hours worker and:

· you have been continuously employed for at least 26 weeks by the week immediately before your baby's stillbirth or death, and

· you earn at least £123 per week (before tax) (April 2024 - April 2025) in the eight weeks (if you are paid weekly) or two months (if you are paid monthly) before the week in which your baby was stillborn or died.

You can take statutory parental bereavement leave/pay in addition to any maternity or paternity leave/pay you qualify for and you may qualify for it even if you do not qualify for Statutory Maternity Pay or Statutory Paternity Pay.
How do I give notice for statutory parental bereavement leave and pay?
If you want to take your leave immediately or up to 8 weeks from your baby's stillbirth or death you must tell your employer before you would normally start work in the week in which you wish to take leave. If you want to take your leave from 9 to 56 weeks after your baby's stillbirth or death you must tell your employer at least a week before you wish to take leave.

As maternity leave and pay will automatically start from the day after your baby's stillbirth, if you were not already on maternity leave, you will usually need to take parental bereavement leave after your maternity leave has ended.

You must tell your employer by phone, email or other message, the date of your baby's stillbirth or death, the date you want to start your leave and whether you wish to take one or two weeks' leave. You can take each week separately. You do not need to provide proof of the stillbirth or death but you must complete a declaration. You can find a declaration here: https://www.gov.uk/parental-bereavement-pay-leave/how-to-claim
What can I do if my employer does not pay Statutory Parental Bereavement Pay (SPBP) correctly?
If your employer has refused to pay your SPBP, is paying it incorrectly or has gone into liquidation and is unable to pay it you can contact HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask them to make a formal decision on your entitlement to SPBP. If HMRC order your employer to pay your SPBP and your employer does not pay it, HMRC will pay your SPBP directly.
I am self-employed, do I have any rights to paid time off following the loss of our baby?
Unfortunately there are currently no legal rights to paid time off for fathers and partners if you are self-employed. This is a huge gap in the law and means that self-employed fathers and partners are not eligible for paternity leave or pay or parental bereavement leave or pay.

Entitlement to paternity, shared parental and parental bereavement leave and pay is only provided to those who are classed as employees or 'workers'. Workers can include those who are described as 'freelance' or 'contractors' who may be paid through PAYE with tax and class 1 national insurance deducted through your employer's payroll. However, if you are registered as self-employed and pay your own tax and class 2 national insurance through self-assessment, you will not be eligible. If you have any work which is paid by an employer through PAYE, you could be eligible for paternity pay for 2 weeks and statutory parental bereavement pay for 2 weeks if you meet the qualifying conditions.

If you do not have any work paid through PAYE and you are solely self-employed, you may be eligible for benefits if you are unable to work for a period or have reduced earnings. You may be able to claim Universal Credit. Universal Credit is means-tested and will depend on your circumstances, such as household income, savings and housing costs. Universal Credit is a monthly payment which increases and decreases as your earnings change. If you are self-employed you will be asked to report your earnings each month. This means that even if you are not ordinarily eligible for Universal Credit (if your earnings are usually too high) you could become eligible for Universal Credit for a period in which you are unable to work or have reduced earnings. If you are eligible for Universal Credit you may be entitled to other help, see benefits for families below.

There is more information here: https://www.gov.uk/universal-credit

You can find benefit calculators here: https://www.gov.uk/benefits-calculators

If you are not eligible for Universal Credit because of your income or other circumstances, you may be able to claim New-Style Employment and Support Allowance (ESA) if you are not well enough to work following the loss of your baby. New-Style ESA is claimed through Universal Credit but is based on your national insurance contributions and is not means-tested. There is more information about claiming New-Style ESA if you are self-employed here: https://www.gov.uk/employment-support-allowance
Can my partner take paternity leave?
Fathers and partners (including same sex partners) are entitled to paternity leave and pay if you meet the normal qualifying conditions if your baby is stillborn or your baby dies after the birth.

If your baby was born very prematurely and did not survive or your baby was stillborn you can still qualify for paternity leave and pay if you would have been employed for 26 weeks by the 15 th week before the expected week of childbirth and your average weekly earnings are at least £123 per week (April 2024 - April 2025) in the eight weeks up to the week before the week of birth or stillbirth.

Notice of paternity leave and pay must be given by the 15 th week before the expected week of childbirth or as soon as reasonably possible. You can vary the date you want to start paternity leave by giving your employer at least 28 days' notice. If it's not possible to give 28 days' notice, you should give notice as soon as reasonably possible.

If you have not yet given notice and your baby is stillborn or your baby was born early and did not survive, you must contact your employer as soon as possible and give notice of when you want to take paternity leave. If you want to start paternity leave and pay immediately, it will start on the day following the date of birth or stillbirth.

You can start paternity leave at any time from your baby's birth or stillbirth up to 52 weeks afterwards. If your baby is born prematurely and does not survive or your baby is stillborn before the expected week of childbirth, paternity leave can be taken up to 52 weeks from the due date. Paternity leave can be one or two weeks or two separate weeks and must be completed within the 52 week period.

You must give your employer notice of the date of your baby's birth or stillbirth (the date of delivery). Notice for paternity leave and pay should be given in writing, if the employer asks for it, and should be given within 28 days of the date of your baby's birth or stillbirth.

For more information on paternity leave see: Time off for Working Parents
Can we claim any help with funeral costs?
You may be able to claim help with funeral expenses if your baby was stillborn or your baby died after the birth and you or your partner are receiving a qualifying benefit:

Income support

Income-based jobseekers allowance

Income-based employment and support allowance

Housing benefit

A disability element of Working Tax Credit

Child Tax Credit

Universal credit

Funeral Expenses Payment - England and Wales. You can claim by phoning the Bereavement Helpline on 0800 731 0469. https://www.gov.uk/funeral-payments

Funeral Payment - Northern Ireland. Telephone - 0800 085 2463 https://www.nidirect.gov.uk/articles/funeral-expenses-payments

Funeral Support Payment - Scotland. Telephone - 0800 182 2222. https://www.mygov.scot/funeral-support-payment/if-the-person-who-died-was-17-or-under/

You must claim within six months of the funeral even if you are waiting to receive a qualifying benefit. If you are waiting for a decision on a qualifying benefit, make sure you apply for the funeral payment on time and contact them when you get a decision on the qualifying benefit.
Can I claim Child Benefit if my baby died shortly after the birth?
If your baby did not survive, you can claim Child Benefit for up to eight weeks from their death as long as you meet the eligibility conditions at the time of the birth. You will need to provide the birth certificate and date of death. Youdo not need to provide any other documentation.

See www.gov.uk/child-benefit-child-parent-dies to make a claim for Child Benefit; claims can be backdated for up to 3 months.
Are there any benefits I can claim while I'm on a low income?
You may be able to claim Universal Credit if you are on a low income, taking unpaid leave or to top up your Statutory Sick Pay or maternity pay. Universal Credit is means-tested and depends on your total household income, number of dependents and housing costs.

If you are already claiming Child or Working Tax Credit, you should get advice before making a claim for Universal Credit as this will end your tax credits claim and you may be worse off on Universal Credit.

For more information on Universal Credit, see: www.gov.uk/universal-credit You can also get advice from the Citizens Advice free Universal Credit Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581.

For an online benefits calculator, see www.betteroffcalculator.co.uk

For more information on benefits for pregnant women and new parents, see Money for parents and babies
I am claiming Universal Credit, do I have to attend interviews and look for work after losing my baby?
If you are not entitled to maternity leave or pay following the loss of your baby and you are claiming Universal Credit (or want to make a claim), you are exempt from work-related requirements for 15 weeks after your baby's stillbirth or for 6 months after the death of your baby or a child under 16. This means that you cannot be asked to look for work as a condition of Universal Credit during this period. After that, you are exempt from 'work-search' and 'work availability' requirements for up to 14 days if you provide a fit note confirming that you are unfit for work. You should continue to provide fit notes if you need a longer period. You should speak to your GP and arrange a meeting with your work coach to review your 'claimant commitment' during this period.

Note: if you are the main carer of another child or children under 3, you are not required to look for work .
Can I claim a maternity grant if my baby was stillborn or died soon after the birth?
If you or your partner are receiving Income Support, income-based Jobseekers Allowance, Child Tax Credit, Working Tax Credit with a disability element or Universal Credit you may be entitled to a Sure Start Maternity Grant or Best Start Grant Scotland.

Claims must be made within 6 months of your baby's birth or stillbirth. The Sure Start Maternity Grant is £500. You can only claim if there are no other children under 16 in your household. The Best Start Grant Scotland is £707.25 for your first baby and £353.65 for subsequent children.

Sure Start Maternity Grant - England and Wales. Telephone 0800 169 0140 to request a form or see: https://www.gov.uk/sure-start-maternity-grant/how-to-claim

Sure Start Maternity Grant - Northern Ireland, see: https://www.nidirect.gov.uk/articles/sure-start-maternity-grant

Best Start Grant - Scotland. Telephone - 0800 182 2222. https://www.mygov.scot/best-start-grant-best-start-foods/
This information sheet was produced in March 2024. It is very important to get up-to-date advice as law and guidance changes. This guide is for information purposes only and should not be treated as legal advice. You are strongly advised to get personal legal advice about the individual circumstances of your case. Miscarriage Association
Advice Line 01924 200799
https://www.miscarriageassociation.org.uk/ SANDS
Advice and support on stillbirth and neonatal death

Helpline 0808 164 3332
https://www.sands.org.uk/ Tommy's
Research and information for parents who have suffered miscarriage, stillbirth or premature birth. www.tommys.org
Maternity Action
For information on maternity and parental rights at work and benefits, see: www.maternityaction.org.uk.

Maternity Rights Advice Line - 0808 802 0029

For opening hours see: https://maternityaction.org.uk/advice-line.
ACAS
For advice on employment rights or for Early Conciliation if you are thinking of making a tribunal claim
www.acas.org.uk
Helpline: 0300 123 11 00 (offers telephone interpreting service)
Citizens Advice
For information about your rights see: www.citizensadvice.org.uk

You can telephone the national Citizens Advice phone service on 03444 111 444

You can get help with Universal Credit claims through the free national Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581

For more information on how to find your local Citizens Advice Bureau, see:
https://www.citizensadvice.org.uk/about-us/contact-us/contact-us/contact-us/ Civil Legal Advice
If you are eligible for legal aid you can get free legal advice on 0345 345 4 345 (offers translation service). To check your eligibility see www.gov.uk/civil-legal-advice

To search for specialist legal advisers or solicitors in your area see: https://find-legal-advice.justice.gov.uk/
Equality Advisory Support Service
Help and advice on discrimination and human rights www.equalityadvisoryservice.com

Helpline: 0808 800 0082 Mon - Fri 9am - 7pm, Sat 10am - 2pm

Textphone: 0808 800 0084
Equalities and Human Rights Commission (EHRC)
For information and advice about discrimination law www.equalityhumanrights.com

For information for employees and employers about pregnancy and maternity rights in the workplace see: www.equalityhumanrights.com/about-us/our-work/key-projects/managing-pregnancy-and-maternity-workplace
GOV.UK
The government's online information service www.gov.uk
Jobcentre Plus
To make new telephone benefit claims or request claim forms, including Maternity Allowance and Sure Start Maternity Grant: 0800 055 6688 Mon - Fri 8am - 6pm

For ESA/JSA/Income Support claims: 0800 169 0310 Mon - Fri 8am - 6pm

For Maternity Allowance claims: 0800 169 0283 Mon - Fri 8am - 6pm

For Sure Start Maternity Grant claims: 0800 169 0140 Mon - Fri 8am - 6pm/For Best Start Grant claims in Scotland: 0800 182 2222

Universal Credit helpline - for new claims and existing online claims: 0800 328 5644. Mon - Fri 8am - 6pm

For help with claiming Universal Credit see: www.gov.uk/universal-credit
HM Revenue & Customs (HMRC)
Tax Credit Helpline: 0345 300 3900 Mon - Fri 8am-8pm, Sat 8am-4pm, Sun 9am -5pm

Child Benefit: 0300 200 3100 Mon - Fri 8am-8pm, Sat 8am- 4pm

For queries about Statutory Maternity Pay, Adoption Pay, Paternity Pay and Shared Parental Pay:

Employees helpline 0300 200 3500

Employers helpline 0300 200 3200
HMRC Statutory Payments Disputes Team
If you cannot resolve a dispute about your SMP, you can ask HMRC for a formal decision on your entitlement. You can also ask HMRC to pay your SMP if your employer has refused to pay or has gone into liquidation.

See: https://www.gov.uk/guidance/statutory-pay-entitlement-how-to-deal-with-disagreements

Telephone: 0300 322 9422 - for disputes about Statutory Maternity Pay/Adoption Pay/Paternity Pay/Shared Parental Pay/Parental Bereavement Pay or Statutory Sick Pay

You can also write to the Statutory Payments Disputes Team at HM Revenue and Customs, PT Operations, Statutory Payments Dispute Team, BX9 1AN.
Insolvency Service Helpline
You can currently only contact the Insolvency Service online.

For what you can claim if your employer goes out of business, see: https://www.gov.uk/your-rights-if-your-employer-is-insolvent
Law Centres Network
To find out if there is a Law Centre in your area telephone 020 3637 1330 or see: www.lawcentres.org.uk/
Turn2us
Online benefits calculator and grant search www.turn2us.org.uk

More Maternity Action information sheets
Rights during pregnancy Pregnant at work 2021 Pregnancy Discrimination Time off for antenatal care Health and safety during pregnancy and return to work Resigning from your job during pregnancy and maternity leave Changing jobs or more than one job
Pregnant during maternity leave (when you are expecting again)
Premature births - rights to maternity leave and pay Miscarriage stillbirth and neonatal death - rights to time off and pay Maternity pay and benefits Maternity Pay Questions Money for Parents and Babies Maternity and parental leave Rights during maternity leave and return to work Keeping in touch during leave Shared Parental Leave and Pay Time off for Working Parents Asking to change your working hours or go part-time Child friendly working hours Redundancy, dismissal and discrimination Pregnancy Discrimination Rights during maternity leave and return to work Redundancy during pregnancy, maternity and parental leave Dealing with problems at work Health and safety, breastfeeding and sickness Sickness during pregnancy maternity leave and return to work Health and safety during pregnancy and return to work Postnatal depression and depression during pregnancy Childbirth injuries - rights at work and benefits for new mothers Breastfeeding on return to work Breastfeeding while out and about Self-employed, agency and zero hours work Maternity and parental rights for agency workers Maternity and parental rights if you are self-employed Changing jobs or more than one job Zero hours contracts - maternity and parental rights Apprentices - maternity and parental rights at work Fathers and partners, including same sex partners Rights at work for fathers and partners Shared Parental Leave and Pay Child friendly working hours Time off for Working Parents Dealing with problems at work Adoption or surrogacy Adoption leave and pay Time off and pay for parents-surrogacy Shared parental leave and pay - adoption Money for Parents and Babies
Available at www.maternityaction.org.uk

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Miscarriage, stillbirth and neonatal death - rights to time off and pay - Maternity Action

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March 2024 This information sheet outlines rights to time off and pay if you have suffered a miscarriage, stillbirth or loss of your baby shortly after birth. Miscarriage If your baby is stillborn before the end of the 24th week of pregnancy it is treated as a miscarriage. Unfortunately you cannot [...]

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Driving Change

We value you, your contribution and your opinions.

We take your feedback to those in positions of power - the Chain of Command, Government Ministers, other Government departments, local authorities and civilian service providers and it informs policy and decision making.

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Naval Families Federation | Royal Navy & Royal Marine Charity

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The NFF exists to give all current serving Royal Navy and Royal Marines personnel and their families the information they need.

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Parents’ forum – Antenatal Results and Choices (ARC)

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Please send your details directly to info@arc-uk.org or call the ARC office on 0207 713 7486. One of our experienced team will respond to you as soon as possible, in office hours.

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This community is for you if you’re Black, pregnant and:

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from 20 Weeks

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A series of blogs, providing a father’s perspective of stillbirth, grief and parenting after a loss. The website also provides advice and resources.

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provides vital support to parents and families who experience the death of one or more of their twins or triplets before, during or after birth.

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Providing support during subsequent pregnancies in many ways including an email helpline, social media, zoom meetings and podcasts. Their pregnancy after loss leaflet can be downloaded from their website.

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Thank you for visiting this page. Your support makes a real difference to the services that we provide.

Donating online is the quickest and easiest way to give to the Miscarriage Association, but there are lots of other ways to donate, too.

To donate online, please click the button below.

You can choose to give a one-off donation or set up a regular monthly donation. All donations are processed securely by JustGiving. Please note JustGiving does not charge the Miscarriage Association a fee for processing these donations. Instead, you will be prompted to add an extra amount to help cover JustGiving's costs in providing this service. But you would rather not do this, you can go to the drop down and select 'other' and then enter a different amount or zero.

JustGiving also processes Gift Aid for us. Gift Aid means we can claim an extra 25% from HMRC, so do please tick the UK Taxpayer box if that is applicable to you.

To donate by phone, please call 01924 200799 during office hours and we can take a donation via a debit or credit card.

To donate by bank transfer, please call 01924 200799 during office hours to get our bank details. (We don't provide these online for security reasons.)

To donate by cheque, please make your cheque payable to the Miscarriage Association and send it to us at 2 Otters Holt, Wakefield WF4 3QE.

To donate goods, you can use one of the schemes listed on our donating goods page.

Gift Aid

In every case, if you are a UK tax payer, Gift-Aiding your donation will mean that HMRC will add an extra 25% to the charity at no cost to you! If you are donating offline, please download our Gift Aid form .

Company giving

Many companies make donations to charities nominated by their employees and with tax breaks to encourage them to do so, this is the time to get your boss giving. Some companies prefer to sponsor something specific - such the distribution of our leaflets - while others are happy to make a donation to general costs. Similarly, if you have connections with decision-makers in a company or charitable trust why not suggest that they make a donation to the Miscarriage Association?

If you'd like to discuss making a donation, please contact us.

Donations policy

You'll find our donations policy here.

Choosing to give to the Miscarriage Association through a regular giving scheme could not be more straightforward. Regular Giving Simply click the button below and choose the 'Monthly' option. You can choose one of the suggested amounts, or change it for one of your own. All donations are processed securely by JustGiving. Please note JustGiving [...]

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Making a donation - The Miscarriage Association

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Find out how you can donate to help the Miscarriage Association provide information and support to those affected by pregnancy loss.

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Male Fertility Group (HIMFertility) | Fertility Network

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Fertility Network UK is the UK’s leading charity providing information, support and advice to all those struggling to conceive.

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A UK charity designed by bereaved siblings, for bereaved siblings. Their website contains lots of information for siblings and adults, real-life stories and memory making ideas. They also offer a series of downloadable activity booklets and leaflets to support siblings of all ages.

Email: hello@siblingsupport.co.uk

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Helping you cope with the death of your brother or sister.

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A support platform for miscarriage and baby loss, through their website, podcasts and social media.

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There are no rules in grief. It can help to listen to yourself and learn what works for you. Accept that what helps initially may change over time. Whatever happens, be kind to yourself. Although it may initially seem impossible, with support you can adjust to a new way of living that includes your grief and the precious connection you have with the person who has died.

Here is some guidance on looking after both your physical and mental wellbeing.

Ways to look after your physical wellbeing

Looking after your physical wellbeing can help you to face everyday challenges, stresses and changes, and have the strength to do what is important to you. It can be useful to start with small, achievable changes that become a part of your routine and where you can see the benefits quickly.

Why is eating well important when you're grieving?

Bereavement can affect appetite or the kinds of food you feel like eating. You might lose your appetite or eat at irregular times of the day, particularly if your sleep is disrupted, or you might gravitate towards eating different kinds of food such as quick snacks if you are too exhausted to cook, for example. There may be other reasons that eating feels difficult and eating healthily less worthwhile; some people associate preparing food and eating well with caring for someone they love who has died, or if you may have recently given birth there may be bodily changes that can affect your appetite and diet.

Eating a nutritionally balanced diet can help you have the energy to cope with your grief and that of those around you, even if you are feeling low emotionally. If your appetite has reduced, try eating little and often, and drink plenty of fluids to stay hydrated. A varied diet which provides energy and strength will usually include carbohydrates, fats, proteins and different kinds of vegetables and fruits. Reducing your intake of caffeine and any alcohol may help reduce any feelings of anxiety.

As eating can be a social activity, a meal can be an opportunity to see friends or family. Some people find it helpful to share a special meal, to help celebrate and remember the person who has died.

Food is very important emotionally and can be comforting. For some people, eating as a comfort may become a problem if it affects their health or how they feel about themselves. Having a regular routine for sleep, exercise and other activities may help you to identify, and manage, eating habits that you are concerned about.

It worries me that I could easily over eat... in between meals I am trying to eat fruit instead of biscuits.

Why is it important to avoid alcohol and recreational drugs when you're grieving?

Some people may try to manage how they feel through alcohol or recreational drugs. Although this may distract you or block out emotional pain for a while, it can become a problem affecting your health and wellbeing in the long term. Your GP can help if you are worried about your use of alcohol or drugs.

I avoid strong stimulants and alcohol which tend to make me more anxious and depressed.

How can exercise help when you're grieving?

Bereavement affects everyone differently. Some people will feel restless and full of adrenaline, and will use exercise to direct some of their energy, while for others, grief can be exhausting and they may not feel like doing exercise if they are tired or feeling very low. However, it is widely acknowledged that exercise can help you to feel better about yourself, improve appetite and help with sleep. Even gentle exercise can boost energy levels and relieve stress, releasing endorphins, the natural brain chemicals that improve mood.

Exercising with family, friends or in a group can reduce isolation and give you a change of scene. Being outdoors and in nature where possible can be therapeutic; walking, gardening or other outside activities can be absorbing, helping you to focus on the present moment.

I found walking a great help. You get some exercise and are out in the fresh air. I tend to walk with my wife and while we are walking we can talk through stuff that is troubling us. Big stuff that could be controversial is talked through when we are walking.

All the muscles of the body hold emotional and physical stresses, so it is important to try to care for both your mental health and your physical health, as they are so interconnected. Physical symptoms such as neck, back or joint pain are common in people who are bereaved, but exercise can help avoid these by keeping your joints and muscles healthy. Exercise can also help you to focus on your breathing, which may help in managing strong emotions or difficult situations.

Doing regular exercise can also be a way to give more structure or routine to your day, and it may help to clear your mind and feel more in control. Focusing on a new skill or routine may also give you a distraction and sense of relief from the pain of grief.

I could never have predicted the physical impact of grief - exhaustion in particular. By walking I've gained physical strength, my mood is enhanced, and walking has anchored me, provoked discipline and focus. Most significantly, it has facilitated talking - with friends as well as with myself - which has helped me to reflect.

If you are trying a new exercise routine, it needs to be manageable and safe. This includes stretching before exercising and making sure that any medical conditions do not put you at risk. Low impact exercise such as tai chi, pilates or yoga can be very beneficial, as well as more strenuous activity. You may be able to match a form of exercise to how you feel. For example, walking or running to relieve fear or stress, martial arts to release anger or frustration, or more meditative forms such as tai chi to help manage anxiety or sadness.

It can also help to do exercise that you enjoy, to reward yourself afterwards, and note how the exercise makes you feel. Any new exercise routine is more likely to work if you start with small, achievable changes that can develop into a habit.

I have to enjoy the exercise to make me want to do it. It's important for me to plan it rather than just going to the gym when I find the time (it just won't happen!).

For NHS guidance on stretching and starting exercise, visit: nhs.uk/livewell/fitness. You may also be interested to read a blogpost by a bereaved father on how being in nature helped when he was grieving .

How can sleeping well help when you're grieving?

One of the most common effects of bereavement is not being able to sleep or reduced sleep quality, although this does not affect everyone. Your sleep may also be disrupted because other family members in your household can't sleep. A lack of sleep or poor-quality sleep makes daily life feel more difficult. Over the long term, it can also worsen pre-existing problems such as anxiety or difficulties in coping with stress. When we sleep well, our bodies can repair and heal more easily, and we are more able to think clearly, make decisions and cope emotionally.

Managing sleep problems is not always easy but physical activity can help improve sleep. Other ways to help improve sleep include: keeping regular sleeping and waking times; reducing or avoiding tea, coffee, chocolate, sugar, alcohol and non-prescription drugs; reducing screen time (TV, computers and smartphones) in the bedroom and just before bedtime; keeping a sleep diary (a record of how well you sleep) or using a sleep app so you can notice any changes over time and anything that has helped; and writing down or talking about things that are on your mind, so they are less likely to keep you awake. If problems with sleep continue for the medium or long term and are affecting your ability to function in day-to-day life, speak to your GP for advice.

Ways to look after your mental and emotional wellbeing

As well as the physical aspects of grieving, the emotional impact of being bereaved cannot be underestimated - grief is exhausting and can feel overwhelming. Looking after your mental and emotional wellbeing can help you to cope with the intensity of grief, and face challenges, stresses and changes, while allowing ourselves to express the pain we are feeling.

Why are structure and routine important when you're grieving?

Grief can affect every part of life, and your existing routines may change, or you may have to make permanent adjustments. It may be hard to keep a structure to your day, but even small regular habits and routines can help you feel a sense of stability and purpose. Having a regular time to sleep, eat, do tasks or activities, and go out for fresh air or to meet a friend, can all help with wellbeing, and reduce isolation. Some people find that creating an activity schedule or programme can help them keep to a structure. The structure of regular routines can play an important part in processing grief, and slowly adjusting to a new way of life.

I'm not good at dealing with any last-minute changes to routines... additional events on top of what I'm dealing with cause a lot of anxiety.

Why is social support helpful when you're grieving?

Research suggests that when grieving, it helps to have 'social support' - positive ways to connect with other people who are supportive. In some cases, friendships or relationships can change; others may not understand what you need, some may avoid you, or they might be grieving in a different way to you.

However, when support from others feels helpful, you may feel less alone in your grief. Other people can support you by offering to help with day-to-day practical activities or chores, or by doing something together that you enjoy. You may be more likely to treat yourself if you are with someone else, and sharing time together can give you a break from stressful thoughts.

If you can talk to other people about the person who has died and share special and everyday memories, this can strengthen the unique connection you have with the person who has died.

Grief can be very isolating. Finding information about bereavement support , or joining a support group, can help you to realise you are not alone and that the difficult emotions you may be feeling are normal.

How can talking help when you're grieving?

You may find it difficult to talk openly, or you may find that you want to talk in detail about the events of the death in order to make some sense of what has happened. Our experience of supporting bereaved families at Child Bereavement UK indicates that finding ways to talk about what has happened, while difficult, can be very helpful. Some people have very supportive families and friends, but sometimes it can be those closest to us with whom we have the most difficulty communicating when someone dies. It may be that other family members are grieving too and may not have the capacity to offer you the support you need. This can leave youfeeling misunderstood, unrecognised, hurt and angry. You may be able to help others to support you by being clear with them about what you need. Family members or friends in a supportive role tell us that it can be a relief to be given clear guidance about how to support others and what they need.

It may be that some family or friends around you have good intentions of supporting you but are unable to communicate this. In some families, communication may be difficult for various reasons, and you may be able to find other people outside of your family or a professional who can support you in a way that feels right for you including from our support services .

How can I manage stress when I'm grieving?

There are several definitions of the word 'stress', but it can be described simply as 'too much pressure'. Sometimes stress can help us to manage a specific situation for a while, but when it continues long-term, it can affect our immune system, and increase risks to our physical and mental health so it is important to find ways to manage stress as early as possible. Increased worry and anxiety are very common in bereavement. Sharing worries with someone close to you may help you both; it can be a relief to share similar thoughts and to feel less alone. However, you may want to talk to someone who is neutral, such as a professional support practitioner or by calling our confidential Helpline . You may also find it helpful to be aware of your inner voice and to try to talk positively to yourself, including repeating encouraging or soothing phrases and acknowledging what you have achieved under such difficult circumstances

Research suggests that the following may help to reduce the impact of stress on physical health: having information about how we grieve and our reactions to bereavement; continuing with everyday activities, as far as possible; having social connections, especially with people who help to reduce your stress levels; doing at least two health-protective things each week such as taking exercise and eating a nutritionally balanced diet; avoiding or reducing alcohol, cutting down or not smoking; and talking to someone who will listen without judging.

How can I cope with isolation and difficult feelings?

Writing a journal or diary can be a way to express and release feelings. It can also be a helpful record for you to look back at your process of grieving over time and note any changes.

You may notice that you may not be able to function as effectively as you normally do. You may be tired, have a poor memory, find it difficult to concentrate, or feel that nothing is important. You could make a note of things that you worry you might forget, and set yourself one achievable task a day.

One of the most difficult aspects of grieving is the feeling of being out of control. It may be hard to keep a structure to your day, but this can help you to manage feelings of being overwhelmed. For instance, you could do essential chores in the morning and exercise in the afternoon. If possible, plan activities that will give you some kind of break, like watching a film that might distract you for a while.

We grieve physically in our bodies so exercise, even a gentle walk, can help release some of the physical tensions. Massage can also help some people.

How can I cope with anger when I'm grieving?

Try to find ways of expressing your anger physically without hurting yourself or others, such as punching a cushion or pillow. Things like stomping through the woods or a park or kicking leaves can be satisfying. Gardening or other absorbing work outside can help to release energy created by anger. Some people may find kick-boxing, running or other forms of exercise helpful too.

Along with physical activity, it can help to shout or scream to release tension. Make sure that you are in a private place and cannot be heard. If you have been angry on your own, find someone to comfort you afterwards. Some people believe expressing anger generates more anger, rather than releasing it, but others do not share this experience. See for yourself whether this works for you.

Humour can help break through anger - sometimes things happen that are so insensitive, or the things people say are so fantastically unhelpful, the only thing to do to get through it is to laugh. Laughing on your own or with like-minded people can feel good and can help release tension.

Should I be sorting the belongings of someone who has died?

You may have a strong desire to remove all the objects, such as photographs and clothes, belonging to the person who has died because it hurts every time you look at them. The general guidance is to wait before you act, until your feelings are less intense. Then you will be able to decide more rationally what you would like to keep and what to let go of. It can be positive to offer a memento to other family members and to donate items that can benefit others to a good cause such as a charity.

Waiting until your feelings are less intense also applies to big decisions and plans such as moving to a different house , although in some cases this may be something you have to do for practical reasons.

How can remembering be helpful?

It can help to find ways to remember the person who has died . You may feel too raw initially, but looking through photographs, recalling experiences or visiting places you went together can help to focus your grief. If you cry, remember tears are there for a reason, both to let others know that you need support and to release chemicals that calm you.

In time you may want to do something in memory of the person who has died, such as planting a tree or a shrub. Or you could create something artistic or write a poem tribute to them, if that feels right for you.

Some people find comfort in having a memory box which you can either buy or make - in which to keep precious possessions. These could be cards, dried flowers, photographs and other special things relating to the person who has died.

How can I manage letters and expressions of condolence?

Condolence letters are written as an expression of care for you and the person who has died, not as something to put pressure on you. Only reply if you feel up to it and if that is what you want to do. Some people find it too overwhelming, or it may be that you feel it is something you can approach later, while others find that replying to condolence letters can feel healing. Everyone is individual and it is important not to put pressure on yourself. You might find it helpful to set up an online memorial page on which others can share their condolences and memories.

How can I return to work or study after being bereaved?

If you are returning to work or study, there are ways to ease yourself back in. Perhaps you could ask a work colleague to accompany you to the office on the first day. You could talk to your manager about how they can help support you. Let people at work, university or college know whether you want to talk about what has happened or not or how you want others to be told. If possible, you could consider asking to go back to work or study gradually, perhaps easing yourself in by working part time, if this is possible. Don't expect to be able to perform at your usual capacity; try to take on manageable, short-term tasks. Work can be a useful distraction from grieving, but you are unlikely to be able to switch off completely. Give yourself short breaks in the day to go for walks and have private time and space for a few tears if needed.

Visit our page: How we can support you for more on our services.

You can also call our Helpline 0800 02 888 40, email [email protected] , or use Live Chat on our website.

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Short films delivered by our support practitioners giving guidance on a range of bereavement topics. Read more

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Looking after yourself when someone has died

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There are no rules in grief. It can help to listen to yourself and learn what works for you.

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Asylum-seekers - overview
Who is classed as an asylum seeker?
You are an asylum seeker if you have entered the UK and made a claim for asylum or a claim under Article 3 of the European Convention on Human Rights (ECHR) (including humanitarian or temporary protection). These claims are either made at the port of entry or, if you have already entered the UK, at the Home Office. You remain an asylum seeker whilst your claim is being considered by the Home Office or, if the Home Office refuses your claim, whilst your appeal is being considered.
What type of support is available for asylum seekers?
The type of support available to asylum seekers is called asylum support and is available from the Home Office. It is often referred to as Section 95 support as it is provided under Section 95 of the Immigration and Asylum Act 1999 (and was previously referred to as NASS support as it used to be provided by the National Asylum Support Service). The Home Office also provides support to some groups of refused asylum seekers who meet a narrow criteria. This is known as Section 4 support as it is provided under Section 95 of the Immigration and Asylum Act 1999. For more information on support for refused asylum seekers, see Refused asylum seekers - financial support and housing.
Social Security Benefits
In general asylum seekers are excluded from most social security benefits. However in very limited circumstances there are exceptions that mean you can claim a particular benefit. If you have a partner who is not an asylum seeker, they may be entitled to benefits, and for certain benefits you will be included in their claim. If you are a child and live with an adult who is responsible for you, they may be entitled to claim benefits that include an amount for you. For more information see Asylum seekers: Maternity rights and benefits.

Home Office Support for asylum seekers (Section 95 support)
What is Section 95 Support?
Section 95 support refers to asylum support provided by the government under Section 95 of the Immigration and Asylum Act 1999. It consists of accommodation and cash or the option of cash only.
Who is eligible for Section 95 Support?
To be eligible for Section 95 support you must be over 18 years and meet the eligibility criteria. There are three main requirements which are:
Ongoing Asylum claim
To apply for Section 95 support you must have an ongoing asylum claim or a claim under Article 3 of the European Convention on Human Right. This means that you are either waiting for a decision from the Home Office on your asylum claim or Article 3 claim or, if the Home Office has refused your claim, you are in the process of appealing against the Home Office's decision. These appeals are heard by an independent tribunal called the First Tier Tribunal Asylum and Immigration.
Destitution test
As well as having an ongoing asylum claim or appeal you also need to meet the destitution test. An asylum seeker is considered 'destitute' if you do not have adequate accommodation or enough money to meet living expenses for yourself and any dependants you have.

'Adequate accommodation' largely means a place that you can freely access, a place where your family members can also live and a place where you and your family members, are not at risk of violence.

'Living expenses' refers to the amount of money an asylum seeker needs to feed yourself and to buy essential items such as clothing and toiletries.
Claiming asylum as soon as reasonable practicable.
Lastly, you must also have made an asylum or Article 3 claim as soon as reasonably practicable. This means that you either need to apply for asylum at port when you first enter the UK (i.e. airport), or within three days of entering the UK. This rule however does not apply to asylum seekers with dependent children or where the failure to provide support would result in you being both homeless and having no money to feed yourself.
Is support available for family members?
You are entitled to claim support for your dependants. Dependants include your spouse, children, or their spouse, who are under 18 years, and other close family members who are under 18 years and have been living as part of your household for a for at least six months. Adults over 18 years who have a disability will also be regarded as dependants.
How to make an application for Section 95 support
You will not normally be able to apply for support until you have attended a screening interview with the Home Office. A screening interview is the first stage in the asylum process and normally takes place the same day you make a claim for asylum. These interviews take place at the Home Office screening units. If you wish to make a claim for asylum you need to make an appointment in advance. However, if you are destitute you can attend the asylum screening unit without an appointment and ask for a screening interview on the same day.

As part of the screening interview the Home Office will assess whether you are destitute and require accommodation immediately. If the Home Office decide that you do they will place you and members of your family in temporary accommodation. If the Home Office decides that you are not at risk of immediate destitution, because you have somewhere to stay and have enough money to support yourself, they will provide you with the contact details for organisations that can help you to complete the form when, and if, that support comes to an end.

Once in temporary accommodation you will receive assistance to complete an application for S.95 support. This is made using a form known as an ASF1. The same form is also used when making a claim for Section 4 support if your asylum claim and any appeals have been refused. For more information on section 4 support see Refused asylum seekers - financial support and housing.

These forms are lengthy and are partly used to assess whether you have any assets you can use to support yourself. Assets include cash, savings, investments, property (both in the UK and abroad) or vehicles such as a car. If you have assets you can use or sell, the Home Office will expect you to support yourself with the proceeds. You can apply for Section 95 support once you have used up these assets.
How long does the application process take?
It can take up to a month, or more, for the Home Office to make a decision on whether to provide Section 95 support. You can remain in temporary accommodation whilst the application is being processed.

Types of support available
Accommodation and support
In most cases, if eligible, you are provided with accommodation and cash support payments. The accommodation will be outside London and the southeast unless there are exceptional reasons why you need to remain in this area.
Subsistence only support
You can ask to be provided with subsistence only support. Subsistence only support is normally requested if you have somewhere to live, such as with family or friends, but you do not have money to buy food for yourself. In these cases the Home Office may provide you with a cash only allowance.
Support payments
Asylum support is a fixed amount for both adults and children and is currently £49.18 each member of your family. Extra payments are given to pregnant women and children under 3 years (see below).

You will receive your payment and payments for your dependants, through an Aspen card. Your allowance is loaded on to an Aspen card every week. You can use the Aspen card to withdraw cash from a cash machine at a bank.

Additional support for if you are pregnant or have a child under 3
Maternity grants for asylum seekers
A pregnant asylum seeker in receipt of Section 95 is entitled to a maternity grant of £300. The maternity payment can only be claimed once but is available for each baby. Therefore, twins are entitled to £600. You must make the claim 11 weeks before the expected due date or up to 6 months after the birth. You can also claim if your baby was born outside the UK and you qualify for asylum support and your baby is less than three months old or in exceptional cases.
Extra payment for babies and pregnant asylum seekers
Pregnant asylum seekers can claim an extra payment of £5.25 a week during your pregnancy as well as £9.20 per week for a child under 1 year and £5.25 per week for a child between one and three years old.

To claim extra payments during pregnancy you must write to the Home Office informing them that you are pregnant, and include an original copy of either the MAT B1 maternity certificate (which is available from a midwife or GP from about 20 weeks) or a letter from your midwife or GP confirming the pregnancy.

To claim extra payments for babies and children under 3 years, you should write to the Home Office informing them of your child's birth and age, and include the original full birth certificate for the child concerned. If this is not available some other original formal evidence confirming the birth should be enclosed.

Both maternity grants and extra payments for pregnant women and children under 3 years, are added to the weekly payments on your Aspen card.
How to apply for the maternity grant and extra payments
Details of where to apply for a maternity grant and extra payments can be found on the Home Office website. See https://www.gov.uk/asylum-support/how-to-claim.

The Home Office should return original documents such as birth certificates once it has processed the request for a maternity payment. However, it is advisable that claims are sent by recorded delivery and keep a copy of all documents sent.

You can also call Migrant Help's Freephone advice for any queries you have about asylum support payments: tel: 08088010503.
Late claims for maternity grants
If you have been unable to claim a maternity grant on time, due to illness or some other difficulty, you should still request a maternity grant and include a statement outlining the reasons why you were unable to apply within the specified timeframe.

Refusal of Section 95 support and appeal rights
What happens if Section 95 support is refused?
After assessing an application for Section 95 support the Home Office may decide that you are not eligible for support. There are various reasons why this can happen. For example, the Home Office may consider that you are not destitute or that you do not have an ongoing asylum claim. In most cases you will have the right to appeal against the decision not to grant support.

If the Home Office refuses an application for Section 95 support they will write to you outlining the reasons why they have come to this decision. This letter should also enclose a Notice of Appeal form which is the form used to lodge these appeals. An appeal needs to be lodged five working days from the date the letter was posted. These appeals are dealt with by an independent tribunal called the First Tier Tribunal Asylum Support.
Section 57 Decisions
The Home Office may also refuse to assess an application for asylum support if they consider that the information provided is either not accurate or is incomplete, or if they consider that you are not cooperating with Home Office enquires. These are called Section 57 decisions and there is usually no right to appeal against these decisions. If you are refused support on Section 57 grounds it is very important that you seek advice from an organisation that specialises in asylum support. These organisations may be able to help you provide an explanation or evidence which covers any information the Home Office considers is missing. See useful organisations at the bottom of this information sheet.
What happens if support is refused after an appeal?
If you lose your appeal at the First Tier Tribunal Asylum Support there is no further appeal you can make.

You may be able to re-apply for Section 95 if you can show that there has been a change in your circumstances since your initial support application, and that you now meet the criteria for Section 95 support. You should seek advice and assistance before making any new application.
Refused Asylum Seekers
If you are no longer entitled to receive Section 95 support, you may be eligible for Section 4 support from the Home Office. Section 4 support is available to some groups of refused asylum seekers who meet a narrow criteria. This includes refused asylum seeking women in the late stages of pregnancy. For more information see: Refused asylum seekers - financial support and housing.

Entitlement to NHS maternity care

All women in the UK are entitled to NHS maternity care regardless of immigration status - however, whether or not you will be charged for that care depends on your immigration and residence status at the time you receive the care.

You are entitled to FREE NHS maternity care if at the time you receive the care you:

have claimed asylum, humanitarian protection or temporary protection and are waiting for a decision on your claim or appeal,

are a dependent (for the purpose of their application) of someone in the group above,

have been granted refugee status, or humanitarian protection or temporary protection,

have leave to enter or remain in the UK as the dependent of someone in the group directly above

are receiving asylum support under Section 95,

are a refused asylum seeker in England and you are receiving asylum support Section 4(2),

are a refused asylum seeker in England and you are receiving Local Authority support under Part 1 of the Care Act 2014,

are a dependent (for the purpose of that support) of someone in either of the two groups directly above,

a refused asylum seeker in Scotland, Wales or Northern Ireland,

have been identified as a victim of trafficking or modern slavery (or you have had a decision that there are reasonable grounds to believe you are),

are a child in the care of the Local Authority, or

in immigration detention, or in prison or you have been detained for mental health treatment

If you started receiving maternity care when one of the groups above applied (other than if you cease to be covered by the group specific to Scotland, Wales and Northern Ireland), and then you cease to be covered by one of the groups above you can continue to receive NHS care for free if it is accepted as part of the same course of treatment..

If you received NHS maternity care in England before you made an application for asylum, humanitarian or temporary protection and at the time that you received the NHS care you were in the UK for the purpose of making that application, and you have now been granted refugee status or humanitarian or temporary protection, any charges for that maternity care must be cancelled and/or refunded.

Note: The list above covers groups that can be particularly relevant if you are currently seeking asylum, but it is not a complete list of all the groups entitled to free NHS maternity care. See below for further sources of information.
If you are chargeable for your maternity care
If you are chargeable for your maternity care, it cannot be delayed or refused because you cannot pay or have not paid.

Government guidance says that all maternity care (which includes all antenatal, birth and post-natal care) is regarded as immediately necessary treatment and must not be refused or delayed due to charging issues. Although you can be billed for care before you receive it, you must be provided with maternity care even if you have not made any payments before receiving it.

Note outstanding NHS debts can be notified to the Home Office and used as a basis to refuse certain immigration applications. For more information see: Information-sharing between the Home Office and the NHS.

For more information on asylum seekers entitled to free NHS maternity care see https://maternityaction.org.uk/advice/nhs-maternity-care-for-women-from-abroad-in-england/

If you think you have been wrongly charged for your maternity care get advice from Maternity Action's Maternity Care Access Advice Service (details at the end of this information sheet).

For information on your options if you have been charged for your maternity care see: Have you been charged for NHS maternity care in England?

For more information on NHS charging, including other groups entitled to free NHS treatment see our information sheet.
Services exempt from charging
Even if you are chargeable for NHS maternity care you can still receive certain services which are free for everyone that needs them, regardless of immigration or residence status. These include:

Accident and emergency (A&E) services up until the point you are accepted as an inpatient. A&E services provided at an outpatient appointment are chargeable.

Family planning services (not including pregnancy termination)

Diagnosis and treatment of certain contagious diseases e.g. TB or HIV,

Diagnosis and treatment of sexually transmitted infections

Treatment of any physical or mental condition that is a direct result of torture, female genital mutilation (FGM), domestic violence or sexual violence (as long as you have not travelled to the UK for the purpose of seeking this treatment).

This includes all ongoing treatment and psychological help that is needed as a direct result of the violence, FGM or torture. Government guidance says that treatment will include mental health services and maternity services needed as a consequence of sexual violence.
GP and other primary care
GP and primary care services are free of charge. Anyone in England, regardless of immigration status is entitled to register with a GP as an NHS patient and to have NHS treatment free of charge. This applies even if you are chargeable for hospital treatment.

For more information see: How to register with a GP in England.

Or
www.nhs.uk/NHSEngland/AboutNHSservices/doctors/Documents/how-to-register-with-a-gp-leaflet.pdf
Some minor illnesses and injuries can be treated free of charge at NHS walk-in centres or at a minor injuries unit without the need for prior GP registration.
Help with prescriptions and health costs
Pregnant woman and low income families are entitled to help with healthcare costs. For more information see: Free prescriptions and NHS healthcare services for pregnant women.
This information sheet was written in January 2024. It is very important to get up-to-date advice as law and guidance changes. This guide is for information purposes only and should not be treated as legal advice. You are strongly advised to get personal legal advice about your individual circumstances.
Other useful information sheets

Where to go for more help

Maternity Action
www.maternityaction.org.uk
Migrant Women's Rights Service: Second tier advice service for midwives and advisers on financial support and housing options for migrant women and access to NHS maternity care. - 020 7251 6189 Monday and Thursday 2-4pm.

Email enquiries: migrantwomensrights@maternityaction.org.uk
https://maternityaction.org.uk/migrant-womens-rights-service/
Maternity Care Access Advice Service: for advice on NHS charges and access to NHS maternity care - 0808 800 0041 Tuesday, Wednesday, Thursday 10 - 12. https://maternityaction.org.uk/maternity-care-access-advice-service/

Maternity Rights Advice Line: for advice on maternity and parental rights at work - 0808 802 0029 (National except London), 0808 802 0057 (London). https://maternityaction.org.uk/advice-line/
AIRE Centre
Advice on Individual Rights in Europe.

Free legal advice on European law

020 7831 4276 Mon. - Fri. 10 - 6pm
www.airecentre.org
Asylum Support Appeals Project
www.asaproject.org.uk
Advice on asylum support appeals - 020 3716 0283 Mon/Weds/Fri 2 -4pm.

Child Poverty Action Group
www.cpag.org.uk
Advice on benefits

For advisors only - 020 7812 5231, Mon-Fri 10-12 and 2-4pm
Citizens Advice
For information about your rights see: www.citizensadvice.org.uk

You can telephone the national Citizens Advice phone service on 03444 111 444

You can get help with Universal Credit claims through the free national Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581

For more information on how to find your local Citizens Advice Bureau, see:
https://www.citizensadvice.org.uk/about-us/contact-us/contact-us/contact-us/ Civil Legal Advice
If you are eligible for legal aid you can get free legal advice on 0345 345 4 345 (offers translation service). To check your eligibility see www.gov.uk/civil-legal-advice

To search for specialist legal advisers or solicitors in your area see: find-legal-advice.justice.gov.uk
Doctors of the World www.doctorsoftheworld.org.uk
Advice line: 0808 1647 686 (freephone) open 10am to 12 midday, Monday to Friday.

Email: clinic@doctorsoftheworld.org.uk

Free and confidential help to access healthcare
Equalities and Human Rights Commission (EHRC)
For information and advice about discrimination law
www.equalityhumanrights.com Freedom from Torture
Care and treatment for victims of torture

London Centre Tel: 020 7697 7777

West Midlands Centre Tel: 0121 314 6825

North East Centre Tel: 0191 261 5825

North West Centre Tel: 0161 236 5744

Scottish Centre Tel: 0141 420 3161
GOV.UK
The government's online information service
Home Office www.gov.uk/government/organisations/uk-visas-and-immigration
UK Visas and Immigration contact centre - 0300 123 2241
HM Revenue & Customs
Tax Credit Helpline: 0345 300 3900 Mon - Fri 8am-8pm, Sat 8am-4pm, Sun 9am -5pm

Child Benefit: 0300 200 3100 Mon - Fri 8am-8pm, Sat 8am-4pm

For queries about Statutory Maternity Pay, Adoption Pay, Paternity Pay and Shared Parental Pay:

Employees helpline 0300 200 3500

Employers helpline 0300 200 3200

For detailed guidance for employers on SMP, SAP, SPP and Statutory Sick Pay see www.gov.uk/government/collections/statutory-pay
HMRC Statutory Payments Disputes Team
For payments of Statutory Maternity Pay/Adoption Pay/Paternity Pay/Shared Parental Pay or Statutory Sick Pay when your employer is insolvent or refusing to pay: 0300 322 9422
Jobcentre Plus
To make new telephone benefit claims or request claim forms, including Maternity Allowance and Sure Start Maternity Grant: 0800 055 6688 Mon - Fri 8am - 6pm

For Universal Credit you are expected to make your claim on-line see www.gov.uk/apply-universal-credit

Universal Credit helpline: if you cannot make an online claim or do not have an online account call: 0800 328 9344 Mon - Fri 8am - 6pm

Universal Credit helpline - for new claims and existing on-line claims: 0800 328 5644

For ESA/JSA/Income Support claims: 0800 169 0310 Mon - Fri 8am - 6pm

For Maternity Allowance claims: 0800 169 0283 Mon - Fri 8am - 6pm

For Sure Start Maternity Grant claims: 0800 169 0140 Mon - Fri 8am - 6pm

Kalayaan
Support for migrant domestic workers

020 7243 2942.
www.kalayaan.org.uk

No Recourse to Public Funds Network
Information on local authority support for people subject to immigration control.
Contact: Islington, 222 Upper Street, London N1 1XR.

Tel: 020 7527 7121
www.nrpfnetwork.org.uk
For guidance on local authority support for destitute adults see: www.nrpfnetwork.org.uk/Documents/Practice-Guidance-Adults-England.pdf
Migrant Help www.migranthelpuk.org/pages/category/asylum
Provides assistance to asylum seekers to complete applications for asylum support. Advice available in several languages.

Freephone: 0808 801 0503
Project 17 www.project17.org.uk
Advice line: 07963 509 044

Email: info@project17.org.uk

Advice for families experiencing exceptional poverty who need advice and assistance to improve their access to local authority support.

Refugee Council
www.refugeecouncil.org.uk
Information and assistance for refugees and asylum seekers.
Head Office - 020 7346 6700

Children's Office - for children under 18 - 020 7346 1134 '
Rights of Women
www.rightsofwomen.org.ukFree legal advice on domestic violence, immigration and asylum issues.
Helpline 020 7490 7689.
Salvation Army
If you think you are a victim of trafficking and would like advice and support you can call the Salvation Army 24 hour confidential Referral Helpline:

Telephone 0800 808 3733 - open 24 hours, seven days a week
https://www.salvationarmy.org.uk/modern-slavery Turn2us
Online benefits calculator and grant search
www.turn2us.org.uk Immigration advice
You can search for registered immigration advisers in your area at: www.gov.uk/find-an-immigration-adviser
Destitution projects Trussell Trust www.trusselltrust.org/
Help with finding a food bank in your area
Red Cross www.redcross.org.uk/What-we-do/Refugee-support/Where-to-find-us
Red Cross branches across the UK that provide clothing and food parcels.
Refugee Council www.refugeecouncil.org.uk/resource-category/guides-for-refugees/
Directory of services providing destitution support.

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Asylum seekers - financial support and housing - Maternity Action

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This page contains information on:Asylum-seekers - overviewHome Office Support for asylum seekers (Section 95 support)Types of support availableAdditional support for if you are pregnant or have a child under 3Refusal of Section 95 support and appeal rightsEntitlement to NHS maternity careOther useful information sheetsWhere to go for more help January 2024 Asylum-seekers - overview more "

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Discover Your Haven of Support | Relax With Lucy & Co - Baby Loss Wellbeing Support

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Explore Relax with Lucy & Co, a not-for-profit organisation dedicated to providing compassionate support for families facing the unimaginable loss of a baby. Our tailored services include a digital app, support groups, and specialised courses, guiding you through your unique grief journey.

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Provide a range of services and support groups to anyone affected by early pregnancy loss, with an online community forum, and weekly online support groups.

Tel: 0333 443 4630

Email: info@cradlecharity.org

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The Jewish Bereavement Counselling Service

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The Jewish Bereavement Counselling Service

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The Jewish Bereavement Counselling Service (JBCS) is committed to ensuring that professional, skilled and confidential bereavement counselling is available to everyone in the Jewish Community. They have experience in supporting people affected by loss, including suicide, disaster, holocaust issues, sudden infant death, miscarriages, still birth and abortion.

Telephone: 0208 951 3881

Email: enquiries@jbcs.org.uk

Website: http://jbcs.org.uk/

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WHY A JEWISH SERVICE?

Our counsellors understand the specific issues raised by bereavement within a Jewish context. A Jewish service can be sensitive, aware and knowledgeable about social, cultural and religious needs.

JBCS FILM

People facing bereavement share their experiences and talk about how JBCS helped them through difficult times.

WATCH NOW

JBCS AND OUR COUNSELLORS

Have comprehensive training and knowledge on the issues of grief and loss.

See adults and children individually, families, couples and groups.

See people at all stages of life, from childhood to old age.

Have experience in helping people affected by loss, including suicide, disaster, holocaust issues, baby-loss, miscarriage, stillbirth and COVID-19.

Have extended the service to supporting people all around the UK and beyond

See people from the entire spectrum of Jewish practice and observance.

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| Jewish Bereavement Counselling Service (JBCS)

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Our counsellors understand the specific issues raised by bereavement within a Jewish context. A Jewish service can be sensitive, aware and knowledgeable about social, cultural and religious needs. People facing bereavement share their experiences and talk about how JBCS helped them through difficult times.

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Most workplaces will have a maternity policy but many don't (yet) have policies or guidance in place to help you and your manager cope with miscarriage*, ectopic pregnancy or molar pregnancy.

You may be wondering if (and how) you should tell your workplace about what is happening. You may be unsure about your rights to time off and support. You may not want to tell your employer at all. Lots of women still feel worried that they will face discrimination if they are known to be trying for a baby. You may need a long time off work to recover. Or you might want to return quite quickly. You may find the routine and focus helpful or worry about disrupting ongoing work. Different things are right for different people.

It might be that you would prefer to have a longer time away but feel unable to tell people or to afford additional time off. Some people find it's only when they go back to work they realise they need more time.

This section has information to help you understand your rights and the support your employer should offer you. Some of these are legal rights - your workplace has to give you these or they risk breaking the law. Others will depend on policies in your organisation.

We also have more information on going back to work, fighting discrimination and making changes for the future here.

We also have information for employers that you may find helpful to share with them.

Faye talks about her experience and the support she would have liked from her employer.

I had a good manager who had been through it herself, so was very supportive and understanding. I was able to take time off which was classed as pregnancy-related, meaning it did not affect my sick leave.

*We often use the term 'miscarriage' to include miscarriage, ectopic and molar pregnancy. If your baby is stillborn after 24 weeks gestation, your rights are very different. Maternity Action has more information about later loss. All our information covers UK law and practices only.

Your rights at work after a miscarriage

Time off after a miscarriage

If you have experienced the physical loss and need sick leave after a miscarriage (for physical or mental health reasons), it must be recorded as pregnancy-related sickness. This means that it cannot be used against you in any way (for example as a reason to discipline you, refuse promotion or make you redundant).

You should be able to self-certify that the leave is pregnancy-related for the first seven days. After this, you will need a GP or health professional to give you a fit note to certify it is pregnancy-related. If you have been treated in hospital you may be able to get this note from someone there. Otherwise, it might be a good idea to make an appointment with your GP (make an emergency appointment if needs be) or other health professional. You can read more about who can sign a 'fit note' here.

Most GPs should be able to help, even if your pregnancy is not yet in your medical notes. Take anything that can help explain the situation - for example, any period tracker or record you have of your cycle. It's possible they may wish to examine you.

If you go back to work and then realise you need further time off, you should ask your GP or another health professional to continue to certify it as pregnancy-related. Sadly, you may find some are reluctant to do this. You could try and see another doctor or professional or ask for a second opinion.

Some employers think that you can only take two weeks of pregnancy-related sickness following a miscarriage. This is not the case. It is up to your GP or other health professionals to advise on time off work following a miscarriage and whether your sickness is related to your pregnancy or miscarriage. Your GP or other health professional can certify your sick leave as pregnancy or miscarriage-related for as long as necessary and, if this is stated in your sick note, the entire period should be classed as pregnancy/miscarriage-related.

Under equality laws, you are protected against pregnancy discrimination for a protected period of two weeks from the end of your pregnancy if you are dismissed or treated unfairly because of your pregnancy, miscarriage or related sick leave.

After the two week protected period you may have a claim for unfair dismissal (if you have two years' service) or automatic unfair dismissal if you are dismissed or made redundant. You may have claims for detrimental treatment, direct and/or indirect sex discrimination (rather than pregnancy discrimination), if you are disciplined or treated unfairly because of your pregnancy, miscarriage or related sick leave. This protection is not limited to a specific period and applies to treatment related to pregnancy or miscarriage-related sickness regardless of how long you are off sick. You will need to consider what evidence you have to show that the unfair treatment or dismissal was related to your miscarriage or subsequent sick leave but bear in mind this may be more difficult if you have a lengthy period of sickness absence.

You can get further specialist legal or employment advice from Maternity Action. You can call 0808 802 0057 if you live or work in London. If you live in Manchester or East Cheshire, you can use their new service by clicking here or by calling 0808 801 0488. If you live in Cheshire or Merseyside, you can access their services here or by calling 0808 802 0062. If you are outside these areas, you can call them on 0808 802 0029. You can also get free legal advice by email from Maternity Action.

If you feel unable to tell your employer about your miscarriage, or you choose not to, any leave you take will be recorded as ordinary sick leave and your organisation's standard sickness policy will apply. Your absence won't be protected as pregnancy-related.

If you are off for longer than seven calendar days, you will need a fit note. You could ask your doctor or health professional not to share detailed information with your employer on this form. This will be at his/her discretion, though most are likely to be sympathetic.

If you feel unable to speak to your manager, you could consider speaking directly to the HR department, if your company has one, though we appreciate this isn't without its difficulties.

Partners

If you are the partner of someone who has experienced a physical loss then you are not entitled to pregnancy-related leave or sickness absence. Some workplaces will have provision for partners in a miscarriage policy or may offer compassionate leave (paid or unpaid leave for emergency situations). Others may insist you take unpaid leave or use your holiday if you want to take time off. If you are unhappy with your treatment, ACAS has more information on how to raise a problem at work.

Self-employed

If you are self-employed, you may have the flexibility to choose when and how you go back to work. But most people who are self-employed will have contracts and deadlines. How much time you take off may depend on the people you're working for, your finances and your own worries about getting future work. It's worth bearing in mind that the people you work for may be more understanding than you think.

The company were understanding, but I still didn't want to let them down. I did an urgent piece of work the day before my surgery but then had a week off. It did mean my invoices were lower that month and I'm in debt on my credit card as a result.

Sick pay after a miscarriage

Unfortunately, you are only entitled to the sick pay specified in your contract. This may mean you are given time off on full pay, or you may only receive statutory sick pay (SSP).

If you are on a zero-hours contract you should still get sick pay if you have earned enough over the previous months. Temporary and agency staff may still be eligible. Even if your employer says you are self-employed, you may still be entitled to sick pay. The rules are complicated but Citizens Advice can help you understand what you are entitled to.

Low or no sick pay may mean you are forced to return to work before you feel completely ready. Have a look at our information on going back to work after a miscarriage.

If you are not eligible for sick pay, or you are self-employed, there's more information about other benefits you may be entitled to on Citizen's Advice Bureau website. You may find it easier to make an appointment to talk to an advisor face to face.

There is more information about rights to time off and pay on Maternity Action.

A phased return to work

A phased return is where you return to work for reduced hours or different duties at first. Some people find this helps them get back into work, while others prefer to go back to normal immediately.

You don't have an automatic right to a phased return. Your workplace should have an absence policy that gives more information about how your return to work should be managed. If they don't have a policy, they should be as consistent as possible. If other people have been offered a phased return, you should be too. A doctor may recommend a phased return in your fit note.

If you don't have an official phased return, but you feel you need more time, you could consider using some annual leave to take some half or full days off in the weeks after you go back.

I was allowed to return to work at my own pace, they were fully supportive of me working reduced hours from home initially and then returning on half days to the office, slowly increasing to full time.

Flexible working/reasonable adjustments after a miscarriage

Some people find flexibility or adjustments to their job can help them return to work more quickly. In this example of good practice, Cerian talks about the adjustments that helped her.

You are entitled by law to reasonable adjustments to help you do your job if you have a disability - this includes a mental health problem. You are not legally entitled to reasonable adjustments for other reasons (including miscarriage). Your organisation may have a policy that outlines anything they can offer in terms of flexible working and adjustments.

It might be helpful to make a list of anything that might be difficult, and what adjustments could help. You could discuss this with your manager at a return to work meeting or by email beforehand.

Confidentiality

It's up to you whether you choose to tell your colleagues and other people in your workplace. Some people find the support of colleagues helpful, while others prefer not to share.

You have a right to keep your miscarriage private if you choose. Your manager should ask you what, if anything, you would like other people at work to know.

I only told my line manager and two friends who work in other teams. I did not want everyone to know because I wanted there to be some normality in my life and I thought the workplace would provide a separate focus.

Unhappy with your treatment?

ACAS has more information on how to raise a problem at work. You may also want to look at our information on fighting discrimination.

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Miscarriage Information for Employees - The Miscarriage Association

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Information for employees about your rights, confidentiality, and returning to work after a miscarriage, molar pregnancy or ectopic pregnancy.

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Used to contact military persons overseas

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Used to contact military persons overseas

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For casualty and compassionate cases contact our 24/7 telephone helpline 01452 519951

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Joint Casualty and Compassionate Centre (JCCC)

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Management of British armed forces casualties and compassionate cases 24 hours a day, 7 days a week, 365 days a year.

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WE NEED YOUR HELP

Our team is working tirelessly to increase awareness of the disparities in maternal mortality rates for black women in the U.K.

With your support Five X More has an ambitious and exciting plan to play a leading role in eradicating the statistics for good.

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Our team is working tirelessly to increase awareness of the disparities in maternal mortality rates for black women in the U.K. With your support Five X More has an ambitious and exciting plan to play a leading role in eradicating the statistics for good.

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A website dedicated to providing advice and support for dads, the website offers guidance, self-help techniques, forum, chat function, members only area and other helpful tools

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Miscarriage for Men - a little help when you need it most. Have you and your partner experienced miscarriage? MfM is a support network of genuine guys who have experienced the exact same thing you are going through right now. Here you an find helpful resources and a forum to help you get through this.

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Supporting families affected by baby loss.

Tel: 0800 0147 800

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Sadly, some babies are lost during pregnancy, birth, or shortly afterwards. We are here for anyone who has experienced the loss of a baby, whether through miscarriage, stillbirth, neonatal death, or termination for medical reasons.

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Sadly, some babies are lost during pregnancy, birth, or shortly afterwards. We are here for anyone who has experienced the loss of a baby, whether through miscarriage, stillbirth, neonatal death, or termination for medical reasons.

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SANDS offer parents some helpful resources to begin conversations with siblings of all ages, as well a suggest activities for children to remember their baby brother or sister and express how they feel.

The workbooks are available for ages three to seven years, seven to eleven years, and teens and young people. They can be downloaded for FREE from the SANDS website

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Sands - Saving babies' lives. Supporting bereaved families.

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When a child is bereaved we cannot and should not take away their grief. By helping them to explore it and share it, we can help them live through it and beyond.

In the UK 4,500 babies die every year. This means many families need to explain to siblings of all ages that their baby brother or sister will not come home. Young children may not understand the concept of death yet, but the grief experienced by parents and other relatives as they adjust to a baby's death will affect their practical and emotional lives.

This page aims to offer parents some helpful resources to begin conversations with siblings of all ages, as well a suggest activities for children to remember their baby brother or sister and express how they feel.

Resources for teachers and schools are included to help support siblings of babies who have died in school and other settings.

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Support for siblings | Sands - Saving babies' lives. Supporting bereaved families.

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Supporting families affected by baby loss.

Tel: 0800 0147 800

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Sadly, some babies are lost during pregnancy, birth, or shortly afterwards. We are here for anyone who has experienced the loss of a baby, whether through miscarriage, stillbirth, neonatal death, or termination for medical reasons.

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Sadly, some babies are lost during pregnancy, birth, or shortly afterwards. We are here for anyone who has experienced the loss of a baby, whether through miscarriage, stillbirth, neonatal death, or termination for medical reasons.

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Looking after yourself when someone has died

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GOV.UK uses cookies which are essential for the site to work. We also use non-essential cookies to help us improve government digital services. Any data collected is anonymised. By continuing to use this site, you agree to our use of cookies.

You may be able to get housing and money to support you and your family while you're waiting to find out if you'll be given asylum.

This also means your children will go to a free state school and you may get free healthcare from the National Health Service ( NHS).

You can still apply for short-term support if you've been refused asylum and are preparing to leave the UK.

Call an asylum helpline for free help with asylum support or short-term support.

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GOV.UK uses cookies which are essential for the site to work. We also use non-essential cookies to help us improve government digital services. Any data collected is anonymised. By continuing to use this site, you agree to our use of cookies.

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Ellie’s Gift App - Baby Loss Support App

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Ellie’s Gift App - Baby Loss Support App

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Ellie's Gift App - Baby Loss Support App

Our flagship service is our Ellie's Gift app, a lovingly crafted resource dedicated to supporting families through baby loss and beyond. Developed in memory of Lucy's daughter, Ellie, this app is designed to provide the same hypnobirthing-based techniques and birth education that helped Lucy stay calm and relaxed during Ellie's birth.

Discover simple relaxation techniques, tips for creating a calm birth experience, and valuable downloadable resources, including MP3s, birth plans, and hospital checklists to support you through this challenging time.

Join us on this journey of healing and resilience. Download the app now on the play store to access immediate support.

Exciting News: Our Mindfulness Baby Loss App Piloted at St. Mary's Hospital in Partnership with Renowned Experts

We are thrilled to share that our mindfulness baby loss app is currently being piloted at St. Mary's Hospital within the NHS, in collaboration with esteemed professionals Victoria Holmes and Professor Alex Heazell. Professor Heazell serves as a Senior Clinical Lecturer in Obstetrics and Clinical Director of the renowned Tommy's Stillbirth Research Centre.

This partnership allows us to combine expertise and resources, ensuring that our app provides the highest quality of support and care to those who have experienced baby loss. We take immense pride in being part of this groundbreaking initiative, dedicated to helping individuals on their journey of healing and resilience. Together, we strive to make a positive impact and offer unwavering support to those in need.

""Though losing Ellie was a traumatic experience, these techniques left a positive impact on our birthing journey. Reflecting back, we cherish happy memories of Ellie's birth. Welcoming her into the world was a beautiful experience, thanks to these practices.

The app is designed with simplicity in mind, offering easy access to videos explaining relaxation techniques and tips for a calm birth. Valuable downloadable resources, including MP3s, birth plans, and hospital checklists, support you through this difficult time and the delivery of your baby.

We hope this app brings you comfort and that you find comfort and support in the information we provide. This is Ellie's gift to you.""

- Lucy Livesey [Founder]

Has our app helped you or maybe you have some feedback for us about how we can make our app better, please fill out the form below. All feedback is used to inform the ongoing future development of the app.

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Ellie's Gift: Comprehensive Baby Loss Support App | Hypnobirthing Techniques & Resources - Relax with Lucy & Co CIC

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Discover comfort with Ellie's Gift, an app dedicated to providing baby loss support. Navigate through hypnobirthing techniques, access valuable resources like MP3s, birth plans, and checklists, all designed to encourage healing and resilience. In collaboration with top experts at St. Mary's Hospital

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Provides information, education and support to those affected by early pregnancy complications. Has an online forum, 24 hour helpline and group sessions via Zoom.

Tel: 020 7733 2653 (24-hour answering service)

Email: ept@ectopic.org.uk

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Help us support others by donating to The Ectopic Pregnancy Trust

This last year, the EPT has seen a drop in donations. Help us to keep driving awareness, education and support to those through diagnosis, treatment and recovery by donating to our cause now. Every penny you donate will make a real difference!

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The Ectopic Pregnancy Trust - Support For You And Your Loved Ones

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Help us support others by donating to The Ectopic Pregnancy Trust This last year, the EPT has seen a drop in donations. Help us to keep driving awareness, education and support to those through diagnosis, treatment and recovery by donating to our cause now. Every penny you donate will make a real difference!

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A non-profit organisation serving the Muslim community by supporting bereaved mothers who have lost a child at any stage. They also work with other organisations, the NHS and hospices in particular, to give a spiritual context to the bereavement support services they offer.

Telephone: 020 3468 7333

Email info@mbss.org.uk

Website: http://mbss.org.uk/

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The death of a close relative or close friend is a very difficult experience and the period of grief can leave you feeling empty and alone. Grief is a very personal process, and can take many months or years to come to terms with.

In the immediate aftermath of the death you may feel any number of emotions. Some of these are shock, pain, anger, guilt, longing, depression and denial. Shock - 'I can't believe this has happened' or feeling numb.

Pain - the pain can be physical, mental or emotional.

Anger - this can be aimed at yourself, the person who has died or at the situation.

Guilt - this can be about things said or done while the person was alive or in the time leading up to the death.

Depression - life can seem too difficult to bear, as though it has lost all meaning.

Longing - wanting to see or hear the person who has died, or actually seeing or hearing them even though you know it is not possible.

These emotions are completely normal. Grieving is a normal process and you should not feel guilty for feeling any or all of the above.

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"Surely we belong to Allah and to Him shall we return." Losing a loved one is an extremely painful experience and the range of feelings and emotions as well as physical reactions can be very confusing and further upsetting. For this reason we aim to help

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Stillbirth or miscarriage - Time off work for bereavement

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How to support an employee after a stillbirth or miscarriage and their right to time off.

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Army Families Federation - Supporting Army families worldwide

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Welcome to the Army Families Federation (AFF) website. AFF supports British Army families wherever they are in the world.

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At a Loss is a website where you can search for national and local bereavement support services near you.

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charity providing signposting to bereavement support uk wide

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AtaLoss.org is the UK's signposting and information website for bereaved people

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Find support services, information, helplines and resources to help you and family members at any stage in your bereavement. Easy to use filters tailor results to suit your needs and circumstances, location and age. Over 1400 listings including free and paid for services.

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Meet the Team | The Skye High Foundation

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Team of trustees at The Skye high Foundation. The team provide support to families during and after the loss of a twin, triplet or multiples by providing butterfly packs.

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Free helpline for parents who have experience pregnancy loss. Providing a friendly ear, and an opportunity to talk through feelings and concerns in a subsequent pregnancy.

Tel: 0203 6428 121

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A bereaved parent is more likely to want:

An early antenatal appointment with their consultant

An early scan

Early appointments with their midwife

Extra information and tests

A clear plan

Flexibility for extra scans and appointments around vulnerable times

To avoid repeating their story

Tailored care and consistent advice

All staff should make sure they have read through their antenatal notes and refer to their previous baby by name. It's important to choose your language carefully when addressing complications as parents experiencing pregnancy after loss will be extra sensitive and prone to depression. If possible, make the appointments early in the morning so they wont be faced with too many other expectant parents and make sure their consultant can attend. If their consultant can't be at their next appointment, perhaps introduce them to the senior registrar who can attend. When discussing the delivery of their baby, try to take into account at what stage they lost their baby last time and whether it would be appropriate to induce them before that stage in this pregnancy.

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The Next Pregnancy - Pregnancy After Loss

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pregnancy after loss, next pregnancy, bereavement care, advice for midwives

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Great resource for both kids and adults, for all mental health and bereavement topics

https://www.healthforkids.co.uk/

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Hailey
Comet

"Germs from our sneezes can travel up to 100 miles an hour! Wow that's almost as fast as a rocket!" Blast off to Planet X and learn more about avoiding illness.

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Should you need urgent health advice please contact your GP or call NHS 111. In an emergency please visit A&E or call 999. "Germs from our sneezes can travel up to 100 miles an hour! Wow that's almost as fast as a rocket!" Blast off to Planet X and learn more about avoiding illness.

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Offering confidential bereavement support to anyone affected by the sudden and unexpected death of a baby or young child. A dedicated section on their website for bereavement, online forum, social media pages and a dedicated bereavement support line.

Tel: 0808 8026868 (Monday to Friday 8am to 8pm, Weekends 6pm to 10pm)

Email: support@lullabytrust.org.uk

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Would you like to help us support women facing disadvantage and inequality?

"I've seen first-hand that Birth Companions can change women's lives, I am proud to call myself a birth companion"

We have a small team of paid staff but we also rely on our dedicated teams of birth companions who provide vital support to the women who use our services in prisons and in the community.

The majority of our work is based in London with smaller teams working with women in prisons in Surrey, Peterborough and Derbyshire.

All our birth support and most of our community support is done by volunteers. Volunteers also staff our 24-hour birth phone line. Birth companions who work as prison visitors and antenatal teachers can claim a sessional rate or choose to volunteer.

All of our birth companions receive comprehensive training and support. It takes 8 months to complete our training programme; a combination of training days, monthly meetings and shadowing.

All trainees and active birth companions need to provide current references and are DBS checked.

Birth Companions is committed to equality and diversity and we particularly welcome interest or applications from women from Black and Asian backgrounds and from other groups who experience racism in our society.

Unfortunately we are unable to accommodate requests for work experience, internships or elective placements of any kind.
If you are interested in volunteering with us please complete the form below to join our volunteer mailing list

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Become a birth companion | Birth Companions

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"I've seen first-hand that Birth Companions can change women's lives, I am proud to call myself a birth companion" We have a small team of paid staff but we also rely on our dedicated teams of birth companions who provide vital support to the women who use our services in prisons and in the community.

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Provides support and information to anyone affected by pregnancy loss via a helpline, local support groups and online support.

Tel: 01924 200799

Email: info@miscarriageassociation.org.uk

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In 2016 we collected views about our website. The feedback you gave us about the site's design, ease of use and overall was hugely helpful in developing a new site, which we launched in May 2017. Twenty months on, we want to be sure that the website is still a helpful and user-friendly source of [...]
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We know that facing the festive season can sometimes be a struggle for those who have been through pregnancy loss. At a time when children are often at the forefront of everyone's minds, many of you will be thinking about your lost babies and what might have been. One special way to remember your babies [...]
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Could you be part of our team, leading on the delivery of our communication plans and activities? The Miscarriage Association (M.A.) works to ensure that everyone affected by miscarriage, ectopic pregnancy or molar pregnancy receives the care, support and information that's right for them. We are seeking a talented and experienced Communications Manager with the [...]
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The Miscarriage Association: Pregnancy loss information and support

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In 2016 we collected views about our website. The feedback you gave us about the site's design, ease of use and overall was hugely helpful in developing a new site, which we launched in May 2017. Twenty months on, we want to be sure that the website is still a helpful and user-friendly source of [...]

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A registered charitable trust managing the largest Muslim Cemetery in the UK. Includes advice, and details of facilities and services offered.

Telephone: 07729 707 013 or 020 8502 6000

Email: info@gardens-of-peace.org.uk

Website: www.gardens-of-peace.org.uk

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This information sheet outlines rights to time off and pay if you have suffered a miscarriage, stillbirth or loss of your baby shortly after birth.
Miscarriage

If your baby is stillborn before the end of the 24 th week of pregnancy it is treated as a miscarriage. Unfortunately you cannot qualify for maternity leave or pay if you have a miscarriage.

If you need time off work following the loss of your baby you can ask your employer if they provide compassionate leave or you could ask to take annual leave or agree a period of unpaid leave.
What if I am not well enough to work following a miscarriage?
You are entitled to take sick leave if you are not well enough to work and you should follow your employer's sickness reporting procedures. If you need time off sick as a result of your miscarriage this should be treated as pregnancy-related sickness, however, it is a good idea to talk to your GP as it is up to your GP to certify whether your absence is pregnancy-related.

There is no time limit on sickness absence following a miscarriage. If your GP has certified your sickness absence as pregnancy-related, this applies for as long as your sick leave lasts.

Your employer must count any sick leave related to your pregnancy or miscarriage separately and must not use it against you, for example, for disciplinary or redundancy purposes.

You do not have to tell your employer about your miscarriage if you do not want to but any sick leave will not be protected as pregnancy-related.
Am I entitled to sick pay?
You are entitled to any sick pay that you would normally qualify for when off sick. Check your contract to see if you are entitled to contractual sick pay. If not, you can get Statutory Sick Pay (SSP) if you meet the qualifying conditions.

SSP is £116.75 per week (April 2024 - April 2025). SSP is paid by your employer once you have been off for four or more days in a row, including non-working days. You do not receive SSP for the first three waiting days.

To qualify for SSP you need to earn at least £123 a week (April 2024 - April 2025) on average in the eight weeks before your first day of absence from work. SSP is payable for up to 28 weeks.

If you are not entitled to SSP your employer should give you form SSP1. You may be able to claim new style Employment Support Allowance instead (if you have paid sufficient national insurance contributions in the past) and/or you may be able to claim Universal Credit.

You may also be able to get Universal Credit if you are on a low income or receiving SSP or new-style ESA. See Benefits below for how to claim.
My employer says that I can only count two weeks of sick leave as pregnancy-related following a miscarriage. Is that right?
It is up to your GP or medical practitioner to decide whether your sickness is related to your pregnancy or miscarriage and sick leave can be certified as pregnancy or miscarriage-related for as long as necessary.

The Equality Act 2010, section 18, provides protection against discrimination on the grounds of pregnancy or pregnancy-related sickness for a protected period of two weeks from the end of a pregnancy for women who are not entitled to maternity leave. During this period you are protected against discrimination, dismissal, redundancy or unfair treatment related to your pregnancy, miscarriage or related sick leave.

After the two week protected period you may have a claim for direct and/or indirect sex discrimination (rather than pregnancy discrimination) under the Equality Act 2010, sections 13 & 19, if you are dismissed, made redundant, disciplined or treated unfairly because of your pregnancy, miscarriage or related sick leave. You will need to consider what evidence you have to show that the unfair treatment or dismissal was related to your miscarriage or subsequent sick leave and it is important to get specialist advice as soon as possible as these can be difficult claims to bring if you have a lengthy period of sickness absence.

If you are an employee you may also have claims for unfair dismissal (if you have two years' service), detrimental treatment (which can include a range of unfair treatment) or automatic unfair dismissal on the grounds of pregnancy (including a miscarriage or related sickness absence). This protection is not limited to a specific period and applies to treatment related to pregnancy or pregnancy/miscarriage-related sickness, regardless of how long you are off sick.

You do not need to be employed for two years to bring a claim for discrimination, automatic unfair dismissal or detrimental treatment as you are protected from day one of your employment. You must contact ACAS within three months (less one day) from the date of the act or series of acts you are complaining about if you want to start a claim in an employment tribunal. For more information, see: Dealing with problems at work

Stillbirth

If you are given a stillbirth certificate you are entitled to any maternity leave and pay that you qualify this (this may be Statutory Maternity Pay, Maternity Allowance and may also include occupational maternity pay from your employer, you should check your employer's maternity policy). See below for further information on Statutory Maternity Pay and Maternity Allowance.

A stillbirth certificate will be issued where a medical professional estimates that pregnancy lasted for a full 24 weeks. A medical estimate of the length of pregnancy may be based on a number of factors including scans, examination of the foetus or counting forward from the first day of the last menstrual period.

If you were not issued with a stillbirth certificate but your baby was delivered in or after the 16 th week before the start of your expected week of childbirth you may still be entitled to maternity leave and any maternity pay that you qualify for. This was confirmed in a tribunal case supported by Maternity Action. For more information about the case, see the section below on Maternity Allowance. It is arguable that this also applies to entitlement to maternity leave and Statutory Maternity Pay for employed women.

Your partner will also be entitled to paternity leave and pay if s/he meets the normal qualifying conditions, see the section below.

You may also qualify for parental bereavement leave/pay, see below.
How to work out the end of the 24th week of pregnancy for maternity leave and pay
This is calculated as being in or after the 16 th week before the week your baby was due. To work this out find the Sunday immediately before your baby's due date or use the due date if that was a Sunday and count back 16 weeks. That is the start of the 16 th week from which you can qualify for maternity leave and pay following a stillbirth.
My baby was stillborn after the end of the 24th week of pregnancy. When does my maternity leave and pay start?
If your baby is stillborn and you have not yet started your maternity leave, your maternity leave will start on the day after your baby was stillborn.

For more information on how to give notice to your employer for maternity leave and pay, see the section below on Notice.
I had already started my maternity leave before my baby was stillborn. What happens to my maternity leave and pay?
You are still entitled to your maternity leave and pay and it is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay. If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.

Neonatal death

If your baby died within the first 28 days of life this is considered to be a neonatal death. If your baby was born alive, at any time during your pregnancy, but did not survive, you are entitled to maternity leave, and any maternity pay that you qualify for. You may also qualify for parental bereavement leave/pay, see below.
My baby was born before my maternity leave had started but died shortly after the birth. When does my maternity leave and pay start?
Your maternity leave and any maternity pay that you qualify for will start on the day after your baby was born. It is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay (if you qualify). If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.
I had started my maternity leave before giving birth but my baby died shortly after the birth. What happens to my maternity leave and pay?
If you had already started your maternity leave and pay, you are entitled to stay on leave and receive your maternity pay. It is up to you to decide how long you want to stay on leave. You are entitled to 52 weeks' leave and 39 weeks' maternity pay. If you do not want to stay off work for the full 52 weeks you can give 8 weeks' notice to return to work early.

Maternity leave and pay following a stillbirth or neonatal death
Statutory Maternity Pay (SMP) Can I still get maternity pay if my baby is stillborn?
You are entitled to SMP or Maternity Allowance (see next section), if you meet the qualifying conditions, if your baby is stillborn after the end of the 24 th week of pregnancy. This is based on the date you delivered your baby, see above for working out the 24 th week of pregnancy.

If your baby is born alive at any time during your pregnancy but does not survive, you are also entitled to SMP or Maternity Allowance if you meet the qualifying conditions
Can I get SMP?
You can get SMP if you are an employee or worker, such as a casual or agency worker and your employer pays you through PAYE and deducts any tax or National Insurance and you meet the qualifying conditions below.

You can get SMP if your baby was stillborn (delivered after the end of the 24 th week of pregnancy) or your baby was born alive and did not survive, and:

you have been employed by the same employer for at least 26 weeks by the end of the 15th week before your expected week of childbirth. If your baby was born prematurely but did not survive or your baby was stillborn before the 15th week before your expected week of childbirth you can still qualify for SMP if you would have continued to have been employed up to the 15th week before the EWC.

you are still employed in the same job in all or part of the 15th week before your expected week of childbirth. You are still counted as being employed if you work full-time or part-time or if you are absent on annual leave, sick leave or furlough or you are an agency worker and no work was available that week.

you actually receive at least £123 (before tax) per week (April 2024 - April 2025) in earnings, on average in the eight weeks (if you are paid weekly) or two months (if you are paid monthly) up to the last pay day before the end of the 15th week before your baby is due. If your baby was born prematurely but did not survive or your baby was stillborn before the 15th week before your expected week of childbirth, your employer must use your average earnings for the previous eight weeks.

What is Statutory Maternity Pay?
SMP is paid for 39 weeks. SMP is paid at two rates: for the first six weeks you get 90% of your average pay.

The average is calculated from the pay you actually received in the eight weeks or two months up to the last pay day before the end of the qualifying week.

After the first six weeks SMP is paid at the flat rate of £184.03 per week (April 2024 - April 2025) for 33 weeks or 90% of your average earnings if that is less.

Your employer pays your SMP in the same way as your salary is paid. They deduct any tax and National Insurance contributions. Your employer can claim most or all of your SMP back from HM Revenue and Customs (HMRC).
You can get SMP even if you do not plan to go back to work. You do not have to pay SMP back if you do not return to work.
SMP is not classed as public funds. If you are subject to immigration control, see the Maternity Action information sheets on immigration status: https://maternityaction.org.uk/women-from-abroad/
When will my SMP start?
If your baby was stillborn, or your baby died after birth, and you have not yet started your maternity leave and pay, your SMP period will start on the following day. You must still give your employer notice that you are now on maternity leave and wish to receive your maternity pay, see Notice below.
I don't think I will qualify for SMP?
If you are not sure if you are entitled to SMP, you should ask give your employer your notice for maternity leave and/or pay and ask your employer to work out whether you qualify. If you do not qualify for SMP your employer must give you form SMP1 to explain why and you should claim Maternity Allowance instead.

If your employer is not sure how to work out your SMP or how to claim it back, they can ring the HM Revenue & Customs Employers' Helpline on 0300 200 3200 for advice.

For more information on maternity pay, see: Maternity Pay Questions

You may also be eligible for other benefits, see Benefits below.
What earnings are used in the calculation for SMP?
Your average weekly earnings for SMP will be based on all your earnings that are subject to National

Insurance contributions. Therefore, your earnings can include overtime, commission, bonuses or other sums paid during the SMP calculation period on which National Insurance contributions are paid.

In some cases you may benefit from an increase in earnings which will increase the amount of SMP you receive or sometimes your SMP can be reduced if your earnings are lower than normal during the SMP calculation period. Unfortunately the rules on calculating SMP are very rigid and your employer will not have any discretion if your earnings are lower than normal or you were receiving Statutory Sick Pay in the SMP calculation period.

If you are concerned that your employer has not calculated your average earnings correctly you can ask your employer to check with the HMRC Employer's Helpline 0300 200 3200. They can get information on how to calculate and reclaim your SMP.

If your employer refuses to pay your SMP, calculates it incorrectly or goes into liquidation, you can telephone the HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask for a formal decision. HMRC will order your employer to pay your SMP and if it is not paid, HMRC will pay your SMP directly.
My employer says I do not qualify for SMP because I was off sick during my pregnancy. What can I do?
If you received Statutory Sick Pay (SSP) during all of the weeks used to calculate your average earnings for SMP you will not have earned enough to qualify for SMP and you should claim Maternity Allowance instead. Your employer should give you form SMP1 explaining why you did not qualify for SMP.

If you received SSP during part of the period used to calculate your average earnings, your SMP may be reduced. For more information, see: Sickness during pregnancy and maternity leave

If your income is reduced you may be able to claim other benefits, see below.
Can an agency worker get SMP?
Agency workers, casual and zero hours workers can claim SMP if you are paid through PAYE with tax and National Insurance deducted at source and you meet the normal qualifying conditions.

You will be treated as having 26 weeks continuous employment even if you were unable to work because of sickness, annual leave, pregnancy or there was no work available in any particular week.

There are special rules on continuous service for temporary and seasonal workers which may allow you to count weeks when you were not working.

If you are refused SMP because of breaks in your employment record your employer should give you form SMP1. You can ask your employer to check your entitlement to SMP with the HMRC Employer's Helpline and if you disagree you can telephone the HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask for a formal decision. If you cannot get SMP, you may qualify for Maternity Allowance instead.

For more information for agency workers, see: Maternity and parental rights for agency workers
What can I do if my employer does not pay SMP correctly?
If your employer has refused to pay your SMP, is paying it incorrectly or has gone into liquidation and is unable to pay it you can contact HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask them to make a formal decision on your entitlement to SMP. If HMRC order your employer to pay your SMP and your employer does not pay it, HMRC will pay your SMP directly.

Maternity Allowance (MA)
Can I get MA?
You can claim MA if your baby was stillborn (delivered after the end of the 24 th week of pregnancy) or your baby was born alive and did not survive. You can apply for MA if you do not qualify for SMP, for example, if you changed jobs, your earnings are too low or you are currently unemployed.

To get MA:

you need to have been employed or self- employed for at least 26 of the 66 weeks before the expected week of childbirth, and

you can find 13 weeks (not necessarily in a row) in which you earned over £30 per week on average. You should choose the weeks in which you earned the most. You can add together earnings from more than one job. If you are self-employed, see below.

You can also claim a lower rate of MA if you are the spouse or civil partner of a self-employed person and you help in their business.
What is MA?
MA is paid by the Jobcentre Plus for 39 weeks. MA is £184.03 per week (April 2024 - April 2025) for 39 weeks or 90% of your average earnings if that is less.

If you are claiming MA as the spouse or civil partner of a self-employed person, it is payable for 14 weeks at the rate of £27 per week.

MA is not classed as public funds. If you are subject to immigration control, see the Maternity Action information sheets on immigration status: https://maternityaction.org.uk/women-from-abroad/
When will MA start?
If your baby was stillborn, or your baby died after birth, and you have not yet started your maternity leave and pay, your MA period will start on the following day. You must give your employer notice to take maternity leave and you must contact the Jobcentre Plus to ask them to start paying your MA, see Notice below.
How do I claim MA?
The earliest you can make a claim for MA is 15 weeks before your baby is due. If you have not yet applied you should make a claim as soon as possible. MA can only be backdated for a maximum of three months so you may lose some MA if you apply late.

If you are not sure if you will qualify for MA you should ask your local Jobcentre Plus for form MA1 and make a claim or phone the JobCentre Plus claim line on 0800 055 6688. They will work out whether you can get the benefit.

You can also find the MA1 claim form online here: https://www.gov.uk/government/publications/maternity-allowance-claim-form

If you are not entitled to MA, they should automatically use the same claim form to check whether you can get Employment and Support Allowance instead (see section below).

For more information on claiming Maternity Allowance, see: Maternity Pay Questions
What can I do if MA is refused?
You can ask the decision-maker to look at your claim again. You have 28 days to ask for a mandatory reconsideration (review) and you should get advice, see Where to do for more help below. If you are still not happy you can ask to appeal.

In a tribunal case supported by Maternity Action, DWP decided that a self-employed woman (AH) was not entitled to Maternity Allowance as a pregnancy needs to have lasted for a full 24 weeks. The hospital provided her with a certificate acknowledging the delivery of her baby and estimating that the pregnancy had lasted 23 weeks and 3 days.

Her MATB1 stated that her due date was 18/10/2022.

The tribunal awarded Maternity Allowance as the appellant's baby was delivered on 27/6/2022 stating that the correct calculation of the end of the 24 th week of pregnancy for working out entitlement to Maternity Allowance was to count back 16 weeks from the start of the expected week of childbirth. This meant that the end of the 24 th week of pregnancy was 26/6/2022.

The tribunal decided:

'4. The MATB1 expressly refers to the due week of confinement and clarifies that the due week is the seven days beginning on a Sunday. The expected week of childbirth for [AH] was, therefore, the week of 16/10/22 to 22/10/22. Counting back 16 weeks before the expected week of childbirth means that the end of the 24th week was 26/6/22. [AH's] baby was delivered on 27/6/22, which was the day after the end of the 24th week. Accordingly, she is entitled to Maternity Allowance.

5. The legislation, which is principally contained in the Social Security Contributions and Benefits Act 1992, refers throughout to "week of confinement". I find that the correct calculation should use the start of the expected week of confinement as the reference point for the calculation for qualification for benefit.'

, 3 April 2024, First-tier Tribunal Brighton, case ref 1661337664066994

First-tier tribunal decisions are not binding on other tribunals but can be taken into account.

This case concerned a self-employed woman's entitlement to Maternity Allowance, however, it is arguable that an employed woman is entitled to maternity leave and SMP (if she otherwise meets the employment and earnings conditions) if there is evidence of delivery in or after the 16th week before the expected week of childbirth based on the date of the MATB1 maternity certificate.
Is there anything I can get if I don't qualify for SMP or MA?
You may be able to get Employment Support Allowance (ESA-Maternity) on maternity grounds if you do not qualify for SMP or MA but have done some work in the last three years but not recently. You do not need to do a Work Capability Assessment as you will need to provide your MATB1 maternity certificate.

ESA-Maternity can be paid from six weeks before your baby is due until two weeks after your baby is born. The rate of ESA varies according to your circumstances. ESA is £90.50 per week if you are over 25 or a single parent over 18.

You can get ESA-Maternity if:

you have paid or been credited with enough National Insurance contributions during the last three tax years that do not overlap the current calendar year.

You will need to claim MA first and if you do not qualify for MA the Jobcentre Plus must look at your contribution record to see if you can get ESA on maternity grounds. You do not need to make a separate application.

For more information on claiming ESA on maternity grounds, see the information sheet: Maternity Pay Questions

You may also be eligible for other benefits, see Benefits below.
What can I claim if I am self-employed?
You can claim Maternity Allowance following a stillbirth or the death of your baby if you meet the normal conditions. You do not need to prove your earnings when claiming MA as the JobCentre Plus will check your National Insurance contributions record.

A self-employed woman is treated as having the following earnings regardless of the amount you actually earn unless you do some employed work as well:

If you pay at least 13 weeks' class 2 National Insurance contributions in your 66 week test period, you will be entitled to MA of £184.03 a week (April 2024 - April 2025).

If you have not paid at least 13 weeks Class 2 National Insurance contributions in your 66 week test period, you will be treated as earning £30 a week (the MA threshold) and you will be entitled to MA of £27 per week (90% of your deemed average earnings).

You can pay Class 2 NICs voluntarily if you are self-employed, in order to qualify for the full rate of Maternity Allowance: https://www.gov.uk/voluntary-national-insurance-contributions

You may also be eligible for other benefits, see Benefits below.

How to give notice for leave and pay following a stillbirth or death of your baby
How do I give notice for maternity leave and pay?
To get maternity leave you must normally give your employer the following information in or before the 15th week before your baby is due (if your employer asks you to, you must put it in writing):

1. that you are pregnant

2. the expected week of childbirth (this is the date on your MATB1 maternity certificate)

3. the date you would like to start your maternity leave.

If you are not able to give notice by the 15 th week before your baby is due, you should give notice as soon as reasonably possible.

If you have already given your employer notice as above and your baby was stillborn before the date you planned to start your maternity leave or your baby was born before the start of your maternity leave and did not survive, you must contact your employer and tell them the date of birth or stillbirth (the date of delivery) and that your maternity leave and pay must start the following day. You should do this as soon as reasonably possible.

If your baby was born before the 15 th week before the expected week of childbirth and did not survive or your baby was stillborn before the 15 th week before the expected week of childbirth, you must contact your employer and tell them the date of birth or stillbirth and that your maternity leave and pay must start the following day. You should do this as soon as reasonably possible.

To get SMP/Maternity Allowance you MUST give your employer/Jobcentre Plus a copy of your maternity certificate (form MAT B1) stating your expected week of childbirth which your midwife or GP can provide. If you have not already given your employer your MATB1 maternity certificate you must give it to your employer within three weeks of your maternity pay starting or up to 13 weeks from the start if there is a good reason for the delay.

If your baby was stillborn before the 15 th week before the expected week of childbirth or before the date you had planned to start your maternity leave, in order to receive SMP/Maternity Allowance you must provide your employer/Jobcentre Plus with a stillbirth certificate issued by the registrar or a notification of registration of a stillbirth issued by the attending midwife or doctor.

If you gave birth and your baby did not survive before the 15 th week before the expected week of childbirth or before the date you had planned to start your maternity leave, you must provide your employer/ Jobcentre Plus with evidence of the week of childbirth in order to receive SMP/Maternity Allowance. This could be a certificate from the hospital or from your GP or midwife. If you provide a copy of your baby's birth certificate an employer is only allowed to keep a record of the date of birth and is not allowed to keep a copy of the birth certificate.

You do not have to provide any other documents other than those listed above.

Once you have given notice, your employer must write to you within 28 days and state the date you are expected to return from maternity leave.
I am not sure about how to tell my employer and colleagues about the loss of my baby?
Some of the organisations listed below can provide support and information on telling your employer and colleagues about the loss of your baby.

The stillbirth and neonatal death charity, Sands, has information on returning to work after the death of your baby and information that you can give to your employer if that would be helpful: https://www.sands.org.uk/support/bereavement-support/sands-returning-work

Other rights to time off work
What can I do if I need more time off work?
Maternity leave lasts for 52 weeks and maternity pay lasts for 39 weeks. If you are not ready to return to work afterwards there are other options for taking more time off work and you may be entitled to parental bereavement leave and pay, see below .
Sick leave
If you are not well enough to return to work after maternity leave you are entitled to take sick leave. You should follow your employer's normal sickness reporting procedures.

If your employer provides contractual sick pay you are entitled to it in the usual way. If you are normally paid Statutory Sick Pay you may not qualify if you are returning to work after a period of unpaid leave. Your period of sickness must also begin after the end of your maternity leave in order to qualify for SSP. For more information see: Sickness during pregnancy and maternity leave
Annual leave
You can ask your employer if you can take annual leave immediately after your maternity leave. Your normal holiday entitlement continues to accrue during maternity leave so you may have some holiday owing to you.

All employees are entitled to at least 28 days paid annual leave. This can include paid Bank Holidays (you can check your contract or ask your employer). Annual leave should be agreed with your employer in the normal way and you should not be treated less favourably because you have been away on maternity leave.
Unpaid leave
You can ask your employer if they will agree to a further period of unpaid leave. Your employer does not have to agree to it. If your employer does agree to further unpaid leave ask your employer to confirm the agreement in writing including the period of leave agreed and confirmation that you will have the right to return to the same job.
Shared parental leave
Shared parental leave allows parents to share the mother's maternity leave if the mother returns to work early or cuts short her leave/pay to transfer to her partner. It does not provide any extra leave. Parents are not entitled to book shared parental leave following the death of their child.

If you have given notice before the birth of your baby to take shared parental leave and your baby is stillborn or dies after the birth, you are entitled to take the leave that you have already been booked. If you want to cancel any shared parental leave that has already been booked, you should give at least eight weeks' notice. If you want to make changes such as reducing the amount of shared parental leave booked or vary blocks of leave into a single period of shared parental leave, a bereaved parent is entitled to give one notice of variation, subject to eight weeks' notice.
What happens to my annual leave if I have been on maternity leave and sick leave for a long time?
You continue to accrue annual leave during sick leave and maternity leave. This means that you continue to build up your normal holiday entitlement as it you were still at work. Under the Working Time Regulations all workers are entitled to 28 days statutory annual leave. If you get more than 28 days holiday a year, the extra leave is contractual leave which is provided by your employer.

If you have been away from work for a long time because of sick leave and/or maternity leave, you may have accrued a large amount of leave. You will need to discuss with your employer when you can take this leave. You can take annual leave during sick leave, so you could ask to receive some paid holiday during your sick leave. You are entitled to carry forward 20 days annual leave if you cannot take it because of sick leave.
Can I ask to return to work on reduced hours?
Yes, all employees can make an application for flexible work if you would like to return to work part- time or you want to ask for changes to your hours, days or place of work. Your employer must consider your application reasonably and give you a decision within three months. They can only refuse for a good business reason. This usually results in a permanent change to your contract. If you only want a temporary reduction in hours you should talk to your employer about a phased return to work e.g. part-time for the first six months.

For more information, see: Child friendly working hours

Parental Bereavement Leave and Pay
What is parental bereavement leave?
You can take two weeks parental bereavement leave following a stillbirth or the death of a child under 18 if you are an employee and you give the correct notice. This is a day one right. You can take the leave at any time from the date of the stillbirth or death up to 56 weeks.

As maternity leave and pay will automatically start from the day after your baby's stillbirth, if you were not already on maternity leave, you will usually need to take parental bereavement leave after your maternity leave has ended.
What is statutory parental bereavement pay?
You are entitled to statutory parental bereavement pay of £184.03 per week (April 2024 - April 2025) or 90% of your average earnings if lower for up to two weeks if you are an employee, agency or zero hours worker and:

· you have been continuously employed for at least 26 weeks by the week immediately before your baby's stillbirth or death, and

· you earn at least £123 per week (before tax) (April 2024 - April 2025) in the eight weeks (if you are paid weekly) or two months (if you are paid monthly) before the week in which your baby was stillborn or died.

You can take statutory parental bereavement leave/pay in addition to any maternity or paternity leave/pay you qualify for and you may qualify for it even if you do not qualify for Statutory Maternity Pay or Statutory Paternity Pay.
How do I give notice for statutory parental bereavement leave and pay?
If you want to take your leave immediately or up to 8 weeks from your baby's stillbirth or death you must tell your employer before you would normally start work in the week in which you wish to take leave. If you want to take your leave from 9 to 56 weeks after your baby's stillbirth or death you must tell your employer at least a week before you wish to take leave.

As maternity leave and pay will automatically start from the day after your baby's stillbirth, if you were not already on maternity leave, you will usually need to take parental bereavement leave after your maternity leave has ended.

You must tell your employer by phone, email or other message, the date of your baby's stillbirth or death, the date you want to start your leave and whether you wish to take one or two weeks' leave. You can take each week separately. You do not need to provide proof of the stillbirth or death but you must complete a declaration. You can find a declaration here: https://www.gov.uk/parental-bereavement-pay-leave/how-to-claim
What can I do if my employer does not pay Statutory Parental Bereavement Pay (SPBP) correctly?
If your employer has refused to pay your SPBP, is paying it incorrectly or has gone into liquidation and is unable to pay it you can contact HMRC Statutory Payments Disputes Team on 0300 322 9422 and ask them to make a formal decision on your entitlement to SPBP. If HMRC order your employer to pay your SPBP and your employer does not pay it, HMRC will pay your SPBP directly.
I am self-employed, do I have any rights to paid time off following the loss of our baby?
Unfortunately there are currently no legal rights to paid time off for fathers and partners if you are self-employed. This is a huge gap in the law and means that self-employed fathers and partners are not eligible for paternity leave or pay or parental bereavement leave or pay.

Entitlement to paternity, shared parental and parental bereavement leave and pay is only provided to those who are classed as employees or 'workers'. Workers can include those who are described as 'freelance' or 'contractors' who may be paid through PAYE with tax and class 1 national insurance deducted through your employer's payroll. However, if you are registered as self-employed and pay your own tax and class 2 national insurance through self-assessment, you will not be eligible. If you have any work which is paid by an employer through PAYE, you could be eligible for paternity pay for 2 weeks and statutory parental bereavement pay for 2 weeks if you meet the qualifying conditions.

If you do not have any work paid through PAYE and you are solely self-employed, you may be eligible for benefits if you are unable to work for a period or have reduced earnings. You may be able to claim Universal Credit. Universal Credit is means-tested and will depend on your circumstances, such as household income, savings and housing costs. Universal Credit is a monthly payment which increases and decreases as your earnings change. If you are self-employed you will be asked to report your earnings each month. This means that even if you are not ordinarily eligible for Universal Credit (if your earnings are usually too high) you could become eligible for Universal Credit for a period in which you are unable to work or have reduced earnings. If you are eligible for Universal Credit you may be entitled to other help, see benefits for families below.

There is more information here: https://www.gov.uk/universal-credit

You can find benefit calculators here: https://www.gov.uk/benefits-calculators

If you are not eligible for Universal Credit because of your income or other circumstances, you may be able to claim New-Style Employment and Support Allowance (ESA) if you are not well enough to work following the loss of your baby. New-Style ESA is claimed through Universal Credit but is based on your national insurance contributions and is not means-tested. There is more information about claiming New-Style ESA if you are self-employed here: https://www.gov.uk/employment-support-allowance

Paternity leave for fathers and partners
Can my partner take paternity leave?
Fathers and partners (including same sex partners) are entitled to paternity leave and pay if you meet the normal qualifying conditions if your baby is stillborn or your baby dies after the birth.

If your baby was born very prematurely and did not survive or your baby was stillborn you can still qualify for paternity leave and pay if you would have been employed for 26 weeks by the 15 th week before the expected week of childbirth and your average weekly earnings are at least £123 per week (April 2024 - April 2025) in the eight weeks up to the week before the week of birth or stillbirth.

Notice of paternity leave and pay must be given by the 15 th week before the expected week of childbirth or as soon as reasonably possible. You can vary the date you want to start paternity leave by giving your employer at least 28 days' notice. If it's not possible to give 28 days' notice, you should give notice as soon as reasonably possible.

If you have not yet given notice and your baby is stillborn or your baby was born early and did not survive, you must contact your employer as soon as possible and give notice of when you want to take paternity leave. If you want to start paternity leave and pay immediately, it will start on the day following the date of birth or stillbirth.

You can start paternity leave at any time from your baby's birth or stillbirth up to 52 weeks afterwards. If your baby is born prematurely and does not survive or your baby is stillborn before the expected week of childbirth, paternity leave can be taken up to 52 weeks from the due date. Paternity leave can be one or two weeks or two separate weeks and must be completed within the 52 week period.

You must give your employer notice of the date of your baby's birth or stillbirth (the date of delivery). Notice for paternity leave and pay should be given in writing, if the employer asks for it, and should be given within 28 days of the date of your baby's birth or stillbirth.

For more information on paternity leave see: Time off for Working Parents

Benefits for families
Can we claim any help with funeral costs?
You may be able to claim help with funeral expenses if your baby was stillborn or your baby died after the birth and you or your partner are receiving a qualifying benefit:

Income support

Income-based jobseekers allowance

Income-based employment and support allowance

Housing benefit

A disability element of Working Tax Credit

Child Tax Credit

Universal credit

Funeral Expenses Payment - England and Wales. You can claim by phoning the Bereavement Helpline on 0800 731 0469. https://www.gov.uk/funeral-payments

Funeral Payment - Northern Ireland. Telephone - 0800 085 2463 https://www.nidirect.gov.uk/articles/funeral-expenses-payments

Funeral Support Payment - Scotland. Telephone - 0800 182 2222. https://www.mygov.scot/funeral-support-payment/if-the-person-who-died-was-17-or-under/

You must claim within six months of the funeral even if you are waiting to receive a qualifying benefit. If you are waiting for a decision on a qualifying benefit, make sure you apply for the funeral payment on time and contact them when you get a decision on the qualifying benefit.
Can I claim Child Benefit if my baby died shortly after the birth?
If your baby did not survive, you can claim Child Benefit for up to eight weeks from their death as long as you meet the eligibility conditions at the time of the birth. You will need to provide the birth certificate and date of death. Youdo not need to provide any other documentation.

See www.gov.uk/child-benefit-child-parent-dies to make a claim for Child Benefit; claims can be backdated for up to 3 months.
Are there any benefits I can claim while I'm on a low income?
You may be able to claim Universal Credit if you are on a low income, taking unpaid leave or to top up your Statutory Sick Pay or maternity pay. Universal Credit is means-tested and depends on your total household income, number of dependents and housing costs.

If you are already claiming Child or Working Tax Credit, you should get advice before making a claim for Universal Credit as this will end your tax credits claim and you may be worse off on Universal Credit.

For more information on Universal Credit, see: www.gov.uk/universal-credit You can also get advice from the Citizens Advice free Universal Credit Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581.

For an online benefits calculator, see www.betteroffcalculator.co.uk

For more information on benefits for pregnant women and new parents, see Money for parents and babies
I am claiming Universal Credit, do I have to attend interviews and look for work after losing my baby?
If you are not entitled to maternity leave or pay following the loss of your baby and you are claiming Universal Credit (or want to make a claim), you are exempt from work-related requirements for 15 weeks after your baby's stillbirth or for 6 months after the death of your baby or a child under 16. This means that you cannot be asked to look for work as a condition of Universal Credit during this period. After that, you are exempt from 'work-search' and 'work availability' requirements for up to 14 days if you provide a fit note confirming that you are unfit for work. You should continue to provide fit notes if you need a longer period. You should speak to your GP and arrange a meeting with your work coach to review your 'claimant commitment' during this period.

Note: if you are the main carer of another child or children under 3, you are not required to look for work .
Can I claim a maternity grant if my baby was stillborn or died soon after the birth?
If you or your partner are receiving Income Support, income-based Jobseekers Allowance, Child Tax Credit, Working Tax Credit with a disability element or Universal Credit you may be entitled to a Sure Start Maternity Grant or Best Start Grant Scotland.

Claims must be made within 6 months of your baby's birth or stillbirth. The Sure Start Maternity Grant is £500. You can only claim if there are no other children under 16 in your household. The Best Start Grant Scotland is £707.25 for your first baby and £353.65 for subsequent children.

Sure Start Maternity Grant - England and Wales. Telephone 0800 169 0140 to request a form or see: https://www.gov.uk/sure-start-maternity-grant/how-to-claim

Sure Start Maternity Grant - Northern Ireland, see: https://www.nidirect.gov.uk/articles/sure-start-maternity-grant

Best Start Grant - Scotland. Telephone - 0800 182 2222. https://www.mygov.scot/best-start-grant-best-start-foods/
This information sheet was produced in March 2024. It is very important to get up-to-date advice as law and guidance changes. This guide is for information purposes only and should not be treated as legal advice. You are strongly advised to get personal legal advice about the individual circumstances of your case.
Specialist support organisations
Miscarriage Association
Advice Line 01924 200799
https://www.miscarriageassociation.org.uk/ SANDS
Advice and support on stillbirth and neonatal death

Helpline 0808 164 3332
https://www.sands.org.uk/ Tommy's
Research and information for parents who have suffered miscarriage, stillbirth or premature birth. www.tommys.org

Where to go for more help
Maternity Action
For information on maternity and parental rights at work and benefits, see: www.maternityaction.org.uk

Maternity Rights Advice Line:

Nationwide (except London) - 0808 802 0029

London - 0808 802 0057

For opening hours see: https://maternityaction.org.uk/advice-line/
ACAS
For advice on employment rights or for Early Conciliation if you are thinking of making a tribunal claim
www.acas.org.uk
Helpline: 0300 123 11 00 (offers telephone interpreting service)
Citizens Advice
For information about your rights see: www.citizensadvice.org.uk

You can telephone the national Citizens Advice phone service on 03444 111 444

You can get help with Universal Credit claims through the free national Help to Claim service: England: 0800 144 8444, Wales: 0800 024 1220, Scotland: 0800 023 2581

For more information on how to find your local Citizens Advice Bureau, see:
https://www.citizensadvice.org.uk/about-us/contact-us/contact-us/contact-us/ Civil Legal Advice
If you are eligible for legal aid you can get free legal advice on 0345 345 4 345 (offers translation service). To check your eligibility see www.gov.uk/civil-legal-advice

To search for specialist legal advisers or solicitors in your area see: https://find-legal-advice.justice.gov.uk/
Equality Advisory Support Service
Help and advice on discrimination and human rights www.equalityadvisoryservice.com

Helpline: 0808 800 0082 Mon - Fri 9am - 7pm, Sat 10am - 2pm

Textphone: 0808 800 0084
Equalities and Human Rights Commission (EHRC)
For information and advice about discrimination law www.equalityhumanrights.com

For information for employees and employers about pregnancy and maternity rights in the workplace see: www.equalityhumanrights.com/about-us/our-work/key-projects/managing-pregnancy-and-maternity-workplace
GOV.UK
The government's online information service www.gov.uk
Jobcentre Plus
To make new telephone benefit claims or request claim forms, including Maternity Allowance and Sure Start Maternity Grant: 0800 055 6688 Mon - Fri 8am - 6pm

For ESA/JSA/Income Support claims: 0800 169 0310 Mon - Fri 8am - 6pm

For Maternity Allowance claims: 0800 169 0283 Mon - Fri 8am - 6pm

For Sure Start Maternity Grant claims: 0800 169 0140 Mon - Fri 8am - 6pm/For Best Start Grant claims in Scotland: 0800 182 2222

Universal Credit helpline - for new claims and existing online claims: 0800 328 5644. Mon - Fri 8am - 6pm

For help with claiming Universal Credit see: www.gov.uk/universal-credit
HM Revenue & Customs (HMRC)
Tax Credit Helpline: 0345 300 3900 Mon - Fri 8am-8pm, Sat 8am-4pm, Sun 9am -5pm

Child Benefit: 0300 200 3100 Mon - Fri 8am-8pm, Sat 8am- 4pm

For queries about Statutory Maternity Pay, Adoption Pay, Paternity Pay and Shared Parental Pay:

Employees helpline 0300 200 3500

Employers helpline 0300 200 3200
HMRC Statutory Payments Disputes Team
If you cannot resolve a dispute about your SMP, you can ask HMRC for a formal decision on your entitlement. You can also ask HMRC to pay your SMP if your employer has refused to pay or has gone into liquidation.

See: https://www.gov.uk/guidance/statutory-pay-entitlement-how-to-deal-with-disagreements

Telephone: 0300 322 9422 - for disputes about Statutory Maternity Pay/Adoption Pay/Paternity Pay/Shared Parental Pay/Parental Bereavement Pay or Statutory Sick Pay

You can also write to the Statutory Payments Disputes Team at HM Revenue and Customs, PT Operations, Statutory Payments Dispute Team, BX9 1AN.
Insolvency Service Helpline
You can currently only contact the Insolvency Service online.

For what you can claim if your employer goes out of business, see: https://www.gov.uk/your-rights-if-your-employer-is-insolvent
Law Centres Network
To find out if there is a Law Centre in your area telephone 020 3637 1330 or see: www.lawcentres.org.uk/
Turn2us
Online benefits calculator and grant search www.turn2us.org.uk

More Maternity Action information sheets
Rights during pregnancy Pregnant at work 2021 Pregnancy Discrimination Time off for antenatal care Health and safety during pregnancy and return to work Resigning from your job during pregnancy and maternity leave Changing jobs or more than one job
Pregnant during maternity leave (when you are expecting again)
Premature births - rights to maternity leave and pay Miscarriage stillbirth and neonatal death - rights to time off and pay Maternity pay and benefits Maternity Pay Questions Money for Parents and Babies Maternity and parental leave Rights during maternity leave and return to work Keeping in touch during leave Shared Parental Leave and Pay Time off for Working Parents Asking to change your working hours or go part-time Child friendly working hours Redundancy, dismissal and discrimination Pregnancy Discrimination Rights during maternity leave and return to work Redundancy during pregnancy, maternity and parental leave Dealing with problems at work Health and safety, breastfeeding and sickness Sickness during pregnancy maternity leave and return to work Health and safety during pregnancy and return to work Postnatal depression and depression during pregnancy Childbirth injuries - rights at work and benefits for new mothers Breastfeeding on return to work Breastfeeding while out and about Self-employed, agency and zero hours work Maternity and parental rights for agency workers Maternity and parental rights if you are self-employed Changing jobs or more than one job Zero hours contracts - maternity and parental rights Apprentices - maternity and parental rights at work Fathers and partners, including same sex partners Rights at work for fathers and partners Shared Parental Leave and Pay Child friendly working hours Time off for Working Parents Dealing with problems at work Adoption or surrogacy Adoption leave and pay Time off and pay for parents-surrogacy Shared parental leave and pay - adoption Money for Parents and Babies
Available at www.maternityaction.org.uk

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Miscarriage, stillbirth and neonatal death - rights to time off and pay - Maternity Action

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This page contains information on:Miscarriage Stillbirth Neonatal deathMaternity leave and pay following a stillbirth or neonatal deathMaternity Allowance (MA) How to give notice for leave and pay following a stillbirth or death of your babyOther rights to time off workParental Bereavement Leave and PayPaternity leave for fathers and partnersBenefits for familiesSpecialist support organisationsWhere to go more "

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Welfare and wellbeing support for serving Armed Forces personnel, veterans, and their families in their time of need, so they never battle alone.

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Welcome, and thank you for taking the time to visit our blog – this is the story of Leo Phoenix, and what followed his birth.

We are passionate about sharing the honest truth of baby loss, stillbirth, miscarriage and pregnancy after loss. Together we fundraise and campaign for better awareness and support for organisations that have helped us to heal.

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#BabyLossHour #LGBTBabyLoss Information & Support
Dear World, As we end 2020, I wanted to offer my 'resignation' to a 'role' that has consumed and saved me in equal measure over the past five years; speaking openly and loudly about my own personal experience of Baby Loss, whilst advocating for others as part of the bigger picture of it all. I ... Continue reading Dear World...

As a result of shouting loudly about the need to include LGBT+ families in the discussions around pregnancy, baby and child loss - I've had several conversations lately to support charities in making their support materials inclusive. So I thought I'd share what I would recommend... Now, obviously, I am one part of a long ... Continue reading Making Baby Loss Support LGBTQ+ inclusive

Four and a half years ago, almost. One month shy. Leo was born. Back then, my social media accounts and this blog site were created to provide a space to unload the fast running and overpowering thoughts in my mind. These accounts became a literal lift raft. The chance to write kept me afloat. It ... Continue reading The changing times.

By sharing our stories we can impact the world is so many ways. We can releasd ourselves of those inner thoughts and give them to the world to hold, so we don't have to anymore. We can connect with others who get it, and who have shared similar experiences - making us all feel less alone. It can be read by someone too scared to share, but now feeling heard. It can educate and inform those around us to understand the way that we have gone through. It can cause ripple effects by empowering others to share their stories, or do so, vicariously through yours.

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Creating a legacy, building community, and raising awareness after stillbirth as gay mothers