Adoption
Adopting parents are entitled to the same leave and pay structure as those who have a child biologically. It is recommended that you seek individualised advice at an early stage. Please refer to the BMA’s advice for those considering adoption.
Premature birth
If your baby is born early, you are entitled to the same amount of maternity leave and pay as if your baby had been born at full term. If your baby is born before the 11th week prior to your expected week of childbirth, you should seek individual advice about leave and pay to determine when your maternity leave starts. If your baby is born before the 11th week prior to your expected week of childbirth and is in hospital, you may consider splitting your maternity leave entitlement, taking 2 weeks immediately after the birth and the rest when your baby is discharged.
Miscarriage, molar pregnancy, ectopic pregnancy and termination of pregnancy
The NHSE National Pregnancy and Baby Loss People Policy Framework aims to provide support to individuals who have experienced pregnancy or baby loss before 24 weeks of pregnancy. This policy includes support for miscarriage, ectopic pregnancy, molar pregnancy, and termination of pregnancy. It offers the following leave:
- For the pregnant parent up to 10 days paid leave (pro rata)
- For the partner up to 5 days paid leave (pro rata)
The policy outlines that a ‘Fitness for Work’ statement from the GP is not required, unless additional time off from work is needed.
If you need additional time off, please talk to your GP, your local Early Pregnancy Assessment Unit (EPAU), and your educational supervisor, college tutor, and/or manager. Please refer to your trust or health board’s absence management policy and/or sick leave policy for further information on sick leave taken after this compassionate paid leave.
Stillbirth and neonatal death
Doctors working in the NHS are entitled to the same maternity, paternity or parental leave that they would have been entitled to if the baby had not died. We understand that returning to work can be particularly difficult for doctors working in Obstetrics & Gynaecology.
Both partners are entitled to two weeks of Parental Bereavement Leave for any stillbirth or death of a child under the age of 18 years, including neonatal deaths.
Fertility
Experiencing fertility issues and pregnancy loss can have a profound personal and professional impact. Doctors working in women’s health will be acutely aware of the emotional challenges associated with these.
There is currently no legal entitlement to time off work for fertility treatment, including IVF appointments or for managing an unsuccessful IVF cycle. However, it would be best practice for employers to consider supporting doctors undergoing fertility treatment with the same compassion and flexibility as those attending pregnancy-related medical appointments or experiencing pregnancy loss.
Additional resources and support
We would encourage you to discuss your options with your manager or educational supervisor, so that they can provide the appropriate support and advise you accordingly.
The Academy of Medical Royal Colleges Pregnancy and fertility issues in the workplace paper highlights the impact that pregnancy loss and fertility issues can have on doctors and aims to promote sensitive and supportive conversations between resident doctors and their managers. It also signposts to information, resources and sources of support available to individuals and families affected by fertility issues and pregnancy loss.
Developed by resident doctors within O&G and paediatrics, the paper recognises the unique challenges that working within women’s health can bring when navigating these experiences.
You can find other sources of help, including patient involvement and support groups, or visit the RCOG Wellbeing Resources Hub.
If you are an educational supervisor, visit the Educational Supervisors’ toolkit on guidance for how to support a doctor affected by a pregnancy loss or fertility issues.