Navigating the demands of working life during pregnancy and the first months of maternity can be challenging. That's why the Maternity Protection Act provides a firm framework specifically designed to ensure the protection and health of pregnant and breastfeeding employees and their children. In particular, the Act aims to prevent discrimination in the workplace while protecting the health of both mother and child.
Among other things, the legal framework defines clear rest periods for expectant and new mothers: employment is prohibited six weeks before and eight weeks after giving birth. But the Maternity Protection Act offers even more: it ensures comprehensive health protection during the entire pregnancy, after the birth and during the breastfeeding period. The aim is for mothers to be able to continue their professional activities without interruption or restrictions.
In this article, we highlight the key elements and benefits of maternity protection. We show how targeted protective measures can be used to ensure a safe and confident pregnancy and breastfeeding period in the working environment without having to compromise on the health and well-being of the child.
Maternity protection is a very special safety net that is specifically designed for women who are at work during their pregnancy or breastfeeding period. This protection programme aims to ensure the health and well-being of mother and child by minimising both physical and psychological stress in the workplace. In addition, maternity protection not only guarantees health and safety in the workplace, but also includes special protection against dismissal. This means that you are protected from (unlawful) dismissal during your pregnancy and for a certain period afterwards.
As mentioned above, maternity protection also includes a ban on employment for the weeks immediately before and after the birth to ensure the necessary time and rest for recovery and caring for the child. During this period, there is no need to worry about your income, as maternity leave also ensures that your salary remains secure. This financial security allows you to concentrate fully on what is most important.
So, there I was, back on my two feet after fate had briefly sent me to Berlin's icy dance floor. Just when I thought I had figured out all the pitfalls of my daily commute, a new question fluttered into my head: what happens if I don't take the direct route to work? The DGUV has clear rules for this.
Not every reason for a diversion is treated equally. A spontaneous trip to the lake just because the sun is beckoning will bring your insurance cover to a halt. But don't panic: As soon as you're back on your actual route to work or home, your cover will kick in again. The important thing here is: interruptions should not exceed two hours and a clear head is required during this time - alcohol and drugs are taboo.
Regardless of whether your route is straight or full of bends, the rules are on your side, provided you stick to them. This knowledge of the details of your insurance cover enables you to concentrate fully on your safety and health.
An interesting detail that is becoming increasingly relevant in the current working world: Since the coronavirus pandemic, your insurance cover also extends to your home office. This means that even the journeys you make within your own four walls - be it to the printer or to the kitchen to get a cup of coffee - are covered by statutory accident insurance.
This aspect is often underestimated or even overlooked, although it plays an important role for many of us. Especially in times when working from home has become the new normal for many, it is important to be aware of this extension of insurance cover.
But beware: No protection without an agreement!
For your accident insurance cover when working from home, a clear agreement between you and your employer is required, ideally in writing, e.g. as an addendum to your employment contract. This also applies to occasional working from home or while travelling. In short, clear agreements ensure insurance cover in the home office and when working remotely.
Reporting a work or commuting accident is crucial to protect your rights and claims. Here is a simple guide:
Since the introduction of the Maternity Protection Act in 2018 and the guidelines on risk assessment in 2023 It is mandatory for employersto check the working environment for risks and adapt it accordingly. This serves to protect and ensure the safety of pregnant and breastfeeding employees in the workplace.
The Maternity Protection Act stipulates that employers must carry out a risk assessment in Two levels have to carry out:
Company doctors and safety experts can provide valuable support when carrying out a risk assessment. They help to correctly assess risks and implement effective protective measures.
It is essential that the work of pregnant and breastfeeding mothers is organised in such a way that any irresponsible risks are excluded. Risks that require special attention include, but are not limited to
Physical strain:
Contact with toxic substances:
Employers are obliged to discuss options for adapting their working conditions with pregnant or breastfeeding employees. The aim is to enable interruptions to work without the affected employees experiencing disadvantages such as time pressure or discrimination.
It is important that pregnant and breastfeeding mothers are given breaks for necessary rest periods, which are counted as regular working hours. Especially in the later stages of pregnancy, when standing for long periods of time, more frequent toilet visits or a reduced work pace due to reduced lung volume become a challenge, the workplace must be adapted accordingly. Companies should have quiet rooms so that employees can rest. If such a room is not available, it is the responsibility of the safety officer to suggest that such a room be set up.
It is also important that the daily working hours for pregnant women do not exceed 8.5 hours. Employers must ensure that stress factors such as excessive time pressure, an excessive volume of work and physical exertion are avoided. This also applies to long journeys and business trips, which can cause additional stress. If this is also not feasible, an employment ban comes into effect.
To summarise, maternity protection is therefore a crucial component in protecting and supporting pregnant and breastfeeding mothers at work. By complying with legal requirements and proactively applying protective measures, a positive working environment can be created that promotes the health and well-being of all employees. It is the responsibility of employers and employees to be aware of these rights and obligations and to work together to develop an inclusive and supportive work culture. Let's work together to see maternity protection not just as a legal requirement, but as an opportunity to make the world of work more accessible and safer for all.
Maternity protection begins six weeks before the expected date of birth and ends eight weeks after the birth. In the case of premature and multiple births, the protection period is extended to 12 weeks after the birth.
There is no legal deadline for when you have to inform your employer, but the sooner the better. This way, any necessary protective measures and adjustments can be implemented in good time.
The employment ban serves to protect mother and child. It prohibits work in the last six weeks before the birth and eight weeks afterwards. During this time, you are entitled to maternity benefit. Additional bans may apply in the event of health risks or hazards in the workplace.
The purpose of the risk assessment is to identify risks for pregnant or breastfeeding mothers in the workplace. Employers must check whether the activity or working conditions need to be adapted in order to avoid health risks for mother and child.
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