The employer can apply with the Department of Social Security for a refund of the payment relating to Miscarriage Leave within three (3) months from when the Miscarriage Leave would have been taken.

Miscarriage Leave may be combined with sick leave if needed. In such cases, a medical sick leave certificate must be presented to the employer to cover the sick leave period.

If a worker’s pre-approved Vacation Leave overlaps with the period they are entitled to Miscarriage Leave, they may choose to either keep the vacation leave or take miscarriage leave instead.

Employees who take Miscarriage Leave are entitled to return to their positions without facing any loss of rights or discrimination and to benefit from any improvement in working conditions to which they would have been entitled had they not taken the Miscarriage Leave.

Employees who believe that they were dismissed for requesting or taking Miscarriage Leave can ask their employer in writing for the reasons behind their dismissal. The employer is required to provide a response within fifteen (15) days. If the employee provides evidence indicating that the dismissal was related to Miscarriage Leave, it shall be the responsibility of the employer to prove that the dismissal was based on other grounds.

Given that the necessary documentation is provided to the employer, the employer cannot deny requests for this type of leave.

Any information obtained by the employer in connection with Miscarriage Leave, such as the medical certificate and the declaration identifying the other expectant parent, shall be treated in a strictly confidential manner. The employer shall ensure that such information is processed solely for the purposes of administering the Miscarriage Leave and in accordance with the provisions of the Data Protection Act.