Helping organisations support employees through pregnancy and baby loss.
Quietly, carefully, and properly.
Specialist coaching for individuals. Organisational consultancy for employers. Informed by 20 years of professional expertise and lived experience.
Pregnancy and Baby Loss Workplace Consultancy
Helping employers move from policy to practice.
One in four pregnancies in the UK ends in loss.
If you employ people, this is already happening in your organisation. The question is whether your organisation has a system in place to respond, or whether it relies on individual managers to improvise in the most sensitive conversations of their careers.
I work with employers to build the infrastructure that closes that gap:
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policy
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training
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communication
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return-to-work design
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staff networks
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ongoing organisational learning
Not a one-off awareness session. A sustained, embedded approach that changes how your organisation responds to pregnancy and baby loss.
The Campion Workplace Pregnancy Loss Implementation Framework™
Most organisations that have a pregnancy loss policy still have a practice gap.
The policy exists, but the managers have not been trained, the communication pathways are unclear, the return-to-work process was designed for physical recovery rather than grief, and the organisation learns nothing from each instance because there is no feedback loop.
The Implementation Framework is designed to bridge that gap.
It moves organisations through five stages:
Policy and language
Reviewing or creating a standalone pregnancy and baby loss policy that goes beyond the legal minimum and that employees actually know exists.
Manager capability
Equipping managers with specific, practical guidance: not just awareness, but a repeatable, supported approach to the conversation, the communication, and the return.
Communication and culture
Building the organisational signals that tell employees it is safe to disclose. Breaking the silence without forcing it.
Return-to-work design
Creating a return process designed for grief, not just for physical recovery. Flexibility, phased arrangements, and recognition that the hardest day may not be the first day back.
Ongoing learning
Feedback loops, staff networks, annual review, and continuous improvement. An organisation that gets better at this over time, not one that starts from scratch each time.
Preparing for the Employment Rights Act
Statutory pregnancy loss bereavement leave is expected to come into force around 2027.
For the first time, UK employers will have a legal obligation to provide dedicated support for employees who experience loss before 24 weeks.
This is welcome and overdue. It is also, by itself, not enough.
A legal entitlement to leave is the floor. The ceiling - the culture, the manager capability, the organisational infrastructure - is where the real work happens.
The employers who start building now will be ready when the legislation lands. I can help you get there.
What this looks like in practice
Manager and HR training
Practical, confidence-building sessions for managers and HR professionals. What to say in the first conversation. How to manage communication with the wider team. How to plan a phased return. How to support ongoing wellbeing without becoming a grief counsellor.
Available as half-day or full-day sessions, in-person or virtual.
Policy development and review
Creation or review of your pregnancy and baby loss policy and manager guidance. Covering all types of loss, provisions for partners, and clear, compassionate language.
Organisational culture audit
Assessing your current approach across policy, manager readiness, communication, staff networks, and ongoing support. Identifying the gaps and building a phased action plan.
Ongoing advisory
For organisations that want a sustained partnership rather than a one-off engagement. Monthly or quarterly advisory sessions, policy review, manager Q&A, and strategic input as your approach matures.
For more information, head to my Pregnancy & Baby Loss Support Page →
Broader Consultancy Work
Beyond pregnancy and baby loss, I also work with organisations on broader culture change, EDI strategy, wellbeing design, and leadership development.
My approach to all organisational work is the same: values-led, trauma-aware, and focused on systems rather than slogans.
If you have a broader organisational challenge that would benefit from this approach, I am happy to discuss it.
If you are an employer thinking about any of this for the first time, you do not need to have all the answers. You need to start asking the right questions.
The first one is this: if an employee experienced a pregnancy loss next week, does your organisation have a system that would support them, or would it depend entirely on which manager they happened to report to?
If the answer makes you pause, that is where the work begins.