To validate these findings, we replicated the analyses using various employment scenarios: an involuntary job loss, an expected end of a contract, a job separation due to another reason (illness or an unspecified motivation, for instance), and no change in employment. We found that voluntary job termination, or those not classified as involuntary, didn’t have the same influence on pregnancy loss risk as involuntary job loss did.
We also considered the timing of job loss by looking at: losing mexico rcs data a job between 12 months and 1 month before conception; losing a job during pregnancy; losing a job after pregnancy (between birth and 12 months later); losing a job at another time or not at all. Again, our findings indicated that job loss during pregnancy is a significant risk factor for pregnancy loss, highlighting that it’s the timing rather than job-related stress experienced beforehand to be critical.
Finally, we examined woman’s job loss separately from her partner’s. that both women’s and their partners’ loss of work were associated with an increased risk of pregnancy loss.
What the results could mean
Our findings support the hypothesis that a job loss, particularly when it was unexpected or involuntary, as in the form of dismissal or redundancy, can significantly decrease the probability of carrying a pregnancy to term. This finding can be explained by the greater amount of stress associated with sudden and involuntary job losses. This hypothesis is compatible with previous research that has established a link between the release of stress hormones, such as cortisol, and the increased risk of pregnancy loss, further reinforcing the connection between psychological stress and reproductive outcomes.