From 6 April 2026, Northern Ireland brings in two big protections at work: paid miscarriage leave and day‑one entitlement to Statutory Parental Bereavement Pay. The Department for the Economy confirmed the Assembly’s approval in late March, with the new rights now live this week. NI is the first place on these islands to offer paid leave after miscarriage. (economy-ni.gov.uk)

Economy Minister Dr Caoimhe Archibald said parents who suffer such loss should be treated with “care and compassion”. The Department estimates more than 9,000 people in Northern Ireland are affected by miscarriage each year, underlining the scale of the change. A self‑declaration replaces requests for medical proof. (economy-ni.gov.uk)

Who’s covered and what’s paid: employees in Northern Ireland can take two weeks’ Parental Bereavement Leave and receive Statutory Parental Bereavement Pay from their first day in the job. Eligibility is NI‑only and hinges on meeting the weekly earnings threshold, which rises to £129 from April 2026. The statutory family pay rate increases to £194.32 per week (or 90% of average weekly earnings if lower). (gov.uk)

The miscarriage provision is deliberately broad. Alongside the woman who experiences a loss, partners and intended parents are included. The regulations set miscarriage to cover spontaneous loss before 24 weeks and certain medically‑necessary interventions, reflecting the lived reality of pregnancy loss. (niassembly.gov.uk)

Payroll teams will notice a technical shift. Average weekly earnings still use an eight‑week reference window, but where that snapshot isn’t representative - for example new starters or variable hours - employers can base entitlement and pay on reasonable expected earnings, not just historic pay. That removes a common barrier for lower‑paid and recently hired staff. (gov.uk)

For managers, the process is intentionally light‑touch at a difficult time. There’s no medical evidence requirement; a short written declaration confirms eligibility and the date the miscarriage occurred or was discovered. That approach is designed to be compassionate and to cut bureaucracy. (gov.uk)

Mind the UK divergence. In Great Britain, parental bereavement leave remains day‑one but statutory bereavement pay still generally requires 26 weeks’ continuous service. Northern Ireland has now removed that service test for pay. Cross‑UK employers should update guidance so teams aren’t given the wrong advice. (gov.uk)

Why it matters up here: plenty of Northern firms run NI payrolls or have teams in Belfast, Derry and across the Antrim coast. If someone on your books is NI‑based (or your NI entity makes Class 1 NICs for them), treat bereavement pay as a day‑one right and get claims processed at the new rate. HMRC has flagged that these changes apply to NI employees only. (gov.uk)

Practical steps this week: refresh family‑leave policies, brief line managers on the self‑declaration process, and check payroll software is set for the £194.32 statutory rate and the £129 lower earnings limit. Voluntary sector advisers have also urged employers to handle pregnancy loss with clear policies and early manager training - wise counsel for any organisation. (bakermckenzie.com)

Timing detail matters. The new miscarriage entitlement applies where the loss is experienced or discovered on or after 6 April 2026. Earlier cases continue under the previous framework. If in doubt, HR should check dates carefully before advising staff. (gov.uk)

For teams working with variable hours or for recent hires, expected‑earnings assessments will be the difference between getting support or falling short of the threshold. Payroll leads should document assumptions and keep calculations with the employee’s declaration to make audit and HMRC recovery straightforward. (gov.uk)

Local charities and employer bodies have argued for this change for years, noting how workplace handling of pregnancy loss shapes trust and retention. With the law now in place, Northern businesses have an opportunity to set a humane standard - and avoid the risk and reputational damage that comes with poor practice. (nicva.org)