For employers

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A pregnant employee provides employers with special challenges. Often there are small things that help both.

If pregnancy becomes known, you need to consider a great deal. Pregnant employees enjoy special protection – in work performance and dismissal protection. As an employer, you may need to show a higher degree of flexibility, as there are sometimes appointments and recreational needs.

Plan maternity care, parental leave and return options together early. This gives you and your employee planning security. Young, well-educated women in particular would like to be able to combine the desire for a career and a family.

With regard to further salary payments as well as the takeover by the health insurance company in maternity care, you should talk to each other at an early stage in the interests of your employee and take action. In order for the expectant mother to receive seamless financial care, you must complete applications at an early stage. During parental leave, a possibility of further processing on a reduced hourly basis can also be made possible.

Questions and answers

When does maternity leave begin?

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Maternity protection begins six weeks before the birth and ends eight weeks after the birth (in the case of early and multiple pregnancies, this is 12 weeks after the birth). If the baby is born before the calculated birth date, maternity protection is extended for the period not taken up. If the baby is born later than expected, the deadlines remain the same. If your employee absolutely wants to complete a project before the birth, she can also work on maternity leave. As an employer, however, you may not demand this. Your employee may also revoke this decision at any time.

Who is responsible for the implementation of maternity leave?

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As an employer, you are primarily responsible for ensuring maternity protection. It is up to you to observe and implement the legal requirements of the Maternity Protection Act on health protection, protection against dismissal and benefit law.

Checklist

Personal interest exists notify pregnancy to the competent supervisory authority Personal conversation with your pregnant employee Check the conditions at the workplace and the nature of the activity Information about the Maternity Protection Act Planning Maternity Protection with the Employee Planning parental leave and re-entry with the employee Individual workplace design

Document

Notification concerning the employment of a pregnant or breastfeeding woman pursuant to § 27 para. 1 Maternity Protection Act (MuSchG)

Employers' Guide to Maternity Protection

This brochure is primarily written for employers. It provides detailed information on rights and obligations and contains the appendix to the Maternity Protection Act and the relevant provisions of the Fifth Social Code Book (SGB V).

Informing an expectant mother of employment

The employer is obliged to inform the health and safety authority if a pregnant employee is employed in his company.

Helpful Links

Regulatory authorities for maternity protection and protection against dismissal: Information from the Länder

A list of the supervisory authorities for maternity protection and protection against dismissal from all over Germany.

maternity protection

Expectant and breastfeeding mothers enjoy special protection and consideration at the place of work, training and study. A new Maternity Protection Act will come into force on 1 January 2018.