Canadian HR Reporter

www.hrreporter.com 27 within the 17-week period preceding the due date is eligible for pregnancy leave. The latest date for commencing the leave in that case is the date of the miscarriage or stillbirth. The pregnancy leave of an employee who has a miscarriage or stillbirth ends on the date that is either the later of 17 weeks after the leave began or 12 weeks after the stillbirth or miscarriage. In Saskatchewan, an employee whose pregnancy terminates up to 13 weeks before the estimated date of birth due to a miscarriage or a stillbirth may take 19 weeks of maternity leave. Paid leave is up to the employers' discretion, which presents employers across the country with an opportunity to take a people-first approach and lead with compassion. Xero has now extended this policy change to all Canadian employees or "Xeros," as we like to call ourselves. As in Wellington, all Canadian Xeros are enti- tled to paid bereavement leave after a miscarriage or stillbirth. Up to three days is standard, but the company recognizes that everyone processes loss in their own way, and the amount of time an employee may need to take away from work will vary. Starting a conversation We also recognize that these are highly sensitive personal matters, so any decision about disclosing details around a miscarriage or stillbirth should be up to the individual. It's important that employees are able to access the support they need while maintaining their privacy. For many, the assurance of confidentiality is key to them feeling comfortable enough to ask for help. At the same time, workers should never be made to feel as if they need to keep their pain to themselves. Far too often, hopeful parents-to-be feel compelled to keep their family ambi- tions a closely guarded secret, especially in the workplace. Whether they're trying to conceive, struggling with infertility or dealing with a miscarriage, their default is to hide these events from employers and colleagues. Facing a pregnancy loss while trying to keep it hidden can compound the already acute mental and emotional toll. There is a power that comes from people explicitly naming their experi- ences in order to de-stigmatize them and start a much-needed conversation. Miscarriage is, sadly, a common occur- rence. It's estimated that anywhere from one in four to one in six pregnancies are affected. When employers create a work- place culture that normalizes the experi- ence — while acknowledging that it is a deeply traumatic one — team members are empowered to decide how (or even if ) they would like their employer to support them. Putting people first Opening up this line of communication also helps to create the aforementioned culture of psychological safety, one in which employees feel heard, understood and supported. Organizations have a responsibility to their workers; when they formalize that responsibility by writing it into policies that centre the human element, they can shift the power dynamic in a crucial way — moving the onus from the employee and placing it squarely on the organization. Xero recognizes that any organization's most sustainable source of competi- tive advantage is its people. When an employer puts people first — by priori- tizing the mental and physical wellbeing of workers — it creates an environment in which employees can bring their best selves to the table. And that, as it turns out, is a great way to boost productivity. The bottom line is that offering paid bereavement leave is a policy rooted in compassion — and leading with compas- sion is always good for business. CHRR Faye Pang is Canada country manager at Xero in Toronto, a cloud-based company specializing in accounting s o f t w a r e . F o r m o r e information, visit www.xero.com/ca. Far too often, hopeful parents-to-be feel compelled to keep their family ambitions a closely guarded secret, especially in the workplace.

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