Northern Ireland has rewritten the rulebook on workplace support after pregnancy loss. From Monday 6 April 2026, paid miscarriage leave becomes law and Statutory Parental Bereavement Pay moves to a day‑one right. “Parents who suffer the loss of a child should be treated with care and compassion,” said Economy Minister Dr Caoimhe Archibald as the regulations were approved. Officials estimate more than 9,000 people a year here are affected. (economy-ni.gov.uk)

The package extends Parental Bereavement Leave and Pay to losses before 24 weeks, and it applies to partners and intended parents as well as the woman who miscarried. Leave can be taken either as a single fortnight or two separate weeks within a 56‑week window, giving families space to manage grief and recovery. (niassembly.gov.uk)

Crucially, there’s no requirement to present medical evidence. A simple written declaration to the employer is enough - a trauma‑informed design choice that avoids burdening families and the health service at an already difficult time. (economy-ni.gov.uk)

On pay, the statutory rate in Northern Ireland rises to £194.32 per week for 2026/27. As with other family payments, employers will pay the lower of that statutory rate or 90% of average weekly earnings. The Department confirms a minimum earnings threshold still applies - set at £129 per week - but entitlement is now available from day one of employment. (nibusinessinfo.co.uk)

The regulations also fix a long‑standing problem for starters and those on variable hours. Employers can base eligibility on expected earnings where actual pay isn’t yet representative, and the familiar eight‑week reference period still guides average‑earnings calculations. That combination is intended to stop irregular pay patterns shutting people out of support. (nibusinessinfo.co.uk)

Definition matters. For the purposes of these rights, miscarriage covers a spontaneous loss before 24 completed weeks, and certain medically‑advised interventions where necessary to protect the pregnant woman’s health or address a fatal fetal abnormality or severe impairment. Partners and intended parents linked to the pregnancy are in scope. (niassembly.gov.uk)

The change is specific to Northern Ireland. Great Britain has not legislated for paid miscarriage leave, and the 26‑week service test for bereavement pay still applies there. Employers with teams in both jurisdictions will need to apply the Northern Ireland rules for NI‑based staff and retain the GB position for others. (tlt.com)

For payroll leads, the practical stuff starts now: update HR handbooks, set the Northern Ireland statutory rate, and build the self‑declaration route into processes. Invest NI’s nibusinessinfo guidance flags that policies used across GB and NI must be checked so GB employees aren’t incorrectly given NI‑only rights, and points employers to LRA training on the new regime. (nibusinessinfo.co.uk)

This is a notable moment for devolved policy. Stormont’s move makes Northern Ireland the first place on these islands to guarantee paid bereavement leave after miscarriage - a signal that employment protections can be shaped locally when there’s political will. (economy-ni.gov.uk)

For Northern businesses with Belfast or Derry teams - from shared services and fintech to care providers - the message is straightforward: get the paperwork right and lead with empathy. The legal bar has been raised; staff will expect practice to follow. (nibusinessinfo.co.uk)

The rights apply where a miscarriage is experienced or discovered on or after 6 April 2026. Earlier cases continue under the previous rules. If in doubt, employers should cross‑check dates and use the updated government guidance now live for 2026/27. (nibusinessinfo.co.uk)