It is a pleasure to serve under your chairmanship, Mrs Cummins. I congratulate the hon. Member for Lanark and Hamilton East on securing today's important debate on paid miscarriage leave. This is a really important and sensitive issue, and I express my deep sympathy for anybody who has experienced the loss of a baby. The Government understand that there is plenty more that needs to be done to support women's health, including in the workplace. In March 2021, we announced the establishment of England's first women's health strategy, which includes priority areas such as fertility, pregnancy, pregnancy loss and postnatal support. We also know that damaging taboos and stigmas remain around many areas of women's health, preventing women from starting conversations about their health or seeking support for a health issue. The Government are determined to tackle these issues by ensuring women feel supported in the workplace and breaking down taboos through open conversation. One example is the introduction of parental bereavement leave and pay for employed parents who lose a child under 18, or suffer a stillbirth from 24 weeks of pregnancy. This recognises that the death of a child or the stillbirth of a baby is particularly tragic, although parental bereavement leave does not apply when a baby is lost before 24 completed weeks of pregnancy. Women who are not able to return to work because of ill health following a miscarriage may be entitled to statutory sick pay or annual leave and their entitlements need to be looked at in the round with the wider benefits system. Parental bereavement leave and pay is a statutory minimum, but many good examples of businesses offer compassionate leave for employees following a miscarriage. We are mindful of placing additional burdens on business, but strongly encourage employers to go beyond the statutory minimum wherever they can. Employees who are not eligible for statutory sick pay may be eligible for universal credit or employment and support allowance. The Government have also commissioned guidance from ACAS on managing a bereavement in the workplace, which has been well received and was updated in 2020 to take into account the introduction of parental bereavement leave. We will outline employment measures when parliamentary time allows.