Purpose The present study aims to examine fathers’ perceptions of the support measures that their organizations offer to assist with their return to work following a perinatal death. Design/methodology/approach Semi-structured interviews were conducted with ten fathers. The thematic analysis identified various measures that could be classified according to the “CARE” model of employee bereavement support (Gilbert et al., 2021), which outlines four categories of measures to facilitate bereaved employees’ return to work: (1) communication (e.g. sharing the perinatal death event and exchanging information with colleagues); (2) accommodations (e.g. the possibility of taking leave); (3) recognition (e.g. flowers or other small gestures of acknowledgement); (4) emotional support (e.g. empathy from supervisors). Findings The results also reveal that, in the absence of clear guidelines, available support is often informal and varies greatly from one workplace to another. Research limitations/implications In summary, this study sheds light on the specific needs of bereaved fathers, as well as the means of support commonly offered to them. Practical implications They can inspire employers, supervisors and colleagues in the implementation of measures to further support fathers experiencing a perinatal death. Originality/value This article contributes original insight into an under-researched population in both the academic literature and workplace settings. While the experience of perinatal loss has been studied primarily from the perspective of mothers, fathers’ experiences remain overlooked, despite the unique pressures they face, both societal (e.g. expectations to provide support rather than receive it) and gendered (e.g. limited space for emotional expression).
Hénault et al. (Fri,) studied this question.