Your managers are holding things they were never trained for.
Grief. Loss. Family crisis. Illness. Conversations with no script and no easy ending. Holding the Holders is the training that helps them carry it, without it costing them.
When a member of staff experiences something devastating, they often come to their manager first. Not HR. Not a helpline. Their manager.
That manager absorbs the weight, finds words in real time, navigates what the organisation requires, and then gets on with their own work. With very little to draw on, and very little coming back.
This is a capability gap. It is also a wellbeing risk. And it is solvable.
Pregnancy and baby loss is not a parenting issue.
It is a workplace issue, and your organisation's response either helps people or leaves them to manage alone.
One in four pregnancies ends in loss. Most people return to work within days. Many tell nobody. Most managers have no framework for what to do, no language for what to say, and no clarity about what they are legally required to provide.
The Employment Rights Act 2025 is changing what employers must do. But the gap between having a policy and having an organisation that can actually use it is where most organisations are stuck. That is exactly where I work.
The Campion Workplace Pregnancy Loss Implementation Framework™
This is not a training course. It is a structured, five-stage implementation process that builds genuine organisational capability, from policy to practice, from awareness to cultural shift.
Stage 1 - Policy & Language
Legally sound policy that reflects the Employment Rights Act 2025. Language that is humane, specific, and usable in the room, not just on the intranet.
Stage 2 - Manager Capability
The skills, frameworks, and psychological grounding to respond well. Based on the Holding the Holders methodology. Not awareness training, real capability.
Stage 3 - Communication & Culture
Ensuring people know what exists before they need it. Internal communication, network engagement, line manager briefings, and cultural embedding.
Stage 4 - Return-to-Work Design
Structured, sensitive, and person-led. Phased return, adjusted workload, check-in frameworks, and the manager guidance to make it work in practice.
Stage 5 - Ongoing Organisational Learning
This is not a one-off project. It is a practice. Data review, network champion development, and a plan for sustaining what is built.
The Reflection Test: If a member of staff experienced a pregnancy loss tomorrow, could your organisation respond legally, compassionately, and consistently? If the answer is uncertain, this is where we start.
Next Steps
Workplace Audit
Where are you now? A structured diagnostic across four pillars: policy, practice, culture, capability. Clare-led, 40 questions, written report with prioritised recommendations. Creditable against the cost of the Implementation Programme if you proceed.
Implementation Programme
End-to-end. All five stages. Tailored to your organisation, sector, and team. Delivered over an agreed timeframe. Led by Clare throughout. Sector-adjusted pricing available for charities and smaller organisations.
Why I Do This Work
I consult to The Worst Girl Gang Ever Foundation and other charities in the pregnancy and baby loss space. These partnerships keep my work grounded in the lived experiences of families and the evolving policy landscape.
I led a Parents and Carers Network of over 250 members for 4½ years. During that time I delivered annual Baby Loss Awareness Week events, created organisational pregnancy and baby loss guidance, and worked in partnership with national charity Tommy's, including coordinating a recorded webinar for HR and managers.
Alongside my professional expertise, I also have lived experience of baby loss. This informs everything I do in this space. It means I understand the gap between what organisations intend and what employees actually experience. And it means I can hold sensitive space with a depth of understanding that goes beyond training.
Compassion. Clarity. Practical action. That is what I bring.