The Support Through Loss Act would establish paid leave rights for employees experiencing pregnancy loss or fertility-related challenges. Employees at employers with five or more workers would receive at least 56 hours of paid leave each calendar year to address their own health needs or care for a spouse or domestic partner following a pregnancy loss, failed fertility treatments, unsuccessful adoption or surrogacy arrangements, or diagnoses affecting pregnancy or fertility. Employers cannot deny, interfere with, or retaliate against employees for using this leave, and the leave cannot count against attendance policies or employment decisions. The bill applies to most private employers, federal employees, congressional staff, and state employees receiving federal funds. It also authorizes federal funding for pregnancy loss research through the National Institutes of Health ($45 million annually through 2026), public education campaigns through the Centers for Disease Control and Prevention, and training programs for healthcare workers on pregnancy loss treatment and support. The Secretary of Labor would enforce compliance, with employees able to sue for damages and attorney's fees, and the law would take effect six months after implementing regulations are issued.