ABSTRACT

This research note reports survey responses of Australian men (N = 220) gathered as part of a larger study exploring men’s grief following pregnancy loss and neonatal death. We explore the types of workplace leave offered to men and how men perceived leave and support provided by their employers. Almost all men (91%) informed their workplace of their loss, and 74% were offered some form of leave. The most common types of leave offered were compassionate/bereavement leave, and sick/carers leave. Supports included Employee Assistance Programs, referral to counselling, and flexible working arrangements. Open-ended responses highlighted five themes: Emotional toll of returning to work, Need to be with and support partner, Recognition and understanding, Helpful distraction, and Pressure to return. Not all men wished to take extended (or any) paid leave following pregnancy loss or neonatal death, though they believed leave should be available. It is essential that employers recognise men’s bereavement following pregnancy loss and neonatal death, and that healthcare professionals support men’s decisions about work.

摘要

本研究报告报告了澳大利亚男性 ( N  = 220) 的调查反馈，该调查是一项探索流产和新生儿死亡后男性悲伤的大型研究的一部分。我们探讨了向男性提供的工作假期类型，以及男性如何看待雇主提供的休假和支持。几乎所有男性 (91%) 都向他们的工作单位通报了他们的损失，74% 的男性获得了某种形式的休假。提供的最常见的假期类型是同情/丧亲假和病假/照顾者假。支持包括员工援助计划、转介咨询和灵活的工作安排。开放式回答强调了五个主题：重返工作岗位的情感损失、需要与合作伙伴共处和支持、认可和理解，有帮助的分心，以及返回的压力。并非所有男性都希望在流产或新生儿死亡后延长（或任何）带薪休假，尽管他们认为应该可以休假。雇主必须承认男性在流产和新生儿死亡后的丧亲之痛，并且医疗保健专业人员支持男性的工作决定。