Midwives support women and families during pregnancy, around the time of birth, and during the postpartum period. They provide advice on physical changes, offer support with questions about childbirth, and are also there to help during the early days with your newborn. It’s a good idea to take advantage of this service early in your pregnancy<\/strong> and, for example, to alternate your prenatal checkups between your OB\/GYN and your midwife.<\/p>\n\n Unlike the care provided by a doctor, which is usually purely medical, a midwife takes a different approach to the subject. A midwife supports women and families through pregnancy, childbirth, and the postpartum period, provides medical and psychosocial support, conducts prenatal checkups, leads childbirth preparation classes, offers support with breastfeeding and infant care, and advises on all matters related to childbirth and parenthood; in cases of uncomplicated pregnancies, she can also independently oversee a birth. She also offers valuable assistance with specific questions.<\/p>\n\n Under the Maternity Leave Act , you should notify your employer as soon as you know you are pregnant and the expected due date<\/strong>. If there are personal or medical reasons, the interview can also be scheduled for a later date. In making your decision, you should consider the potential risks your activities may pose to your unborn child. An employer can only implement protective measures if he is aware of the pregnancy.<\/p>\n\n Upon receipt of this notice , <\/strong>special protection against termination <\/strong>takes effect . It <\/strong>also applies retroactively<\/strong> for two weeks<\/strong>. If you are terminated during this period, you can prevent the termination by notifying your employer of your pregnancy after the fact.<\/p>\n\n The employer is obligated to maintain confidentiality. Only the immediate supervisor may be informed, to the extent necessary for maternity leave, as well as the competent supervisory authority. You will generally need to submit a doctor’s note confirming your pregnancy and the estimated due date.<\/p>\n\n The Maternity Protection Act provides for general prohibitions on employment<\/strong> in certain occupations. These relate in particular to work involving physical strain, hazards, or specific health risks. You will usually be informed of the specific policies by your employer or the human resources department after you announce your pregnancy.<\/p>\n\n In addition, there is an individual prohibition on employment<\/strong> if the life or health of the mother or child is at risk, such as in the case of a high-risk pregnancy or for other medical reasons. A medical certificate is required. An individual work restriction may also be imposed for a period following childbirth. The employer must comply with the prohibition; however, if there are reasonable grounds for doubt, the employer may require a new medical examination. The choice of doctor is up to you.<\/p>\n\n During a work suspension, you will continue to receive your full salary, calculated based on your average earnings over the past 13 weeks or the past three months. Even if an employee is transferred to another reasonable position, their salary must not be reduced.<\/p>\n\n Many women want to continue breastfeeding their child even after returning to work. To that end, the Maternity Protection Act provides for breastfeeding breaks<\/strong> until the child reaches one year of age<\/strong>. The entitlement includes at least half an hour twice a day or one hour once a day. If your workday is longer than eight hours, you are entitled to two breastfeeding breaks of at least 45 minutes each. If there is no suitable place to breastfeed nearby, the breastfeeding period is extended to at least 90 minutes.<\/p>\n\n If you are unable to breastfeed your child at work, you may use that time to pump. Breastfeeding breaks are not considered rest breaks and may not be counted toward them. The employer must provide a suitable room. If that is not possible, you may go home to breastfeed. For part-time employees, breastfeeding breaks should be scheduled so that the loss of work time is kept to a minimum.<\/p>\n\n Would you like to receive free advice from our experts on pregnancy and work and discuss your individual needs?<\/p>\n\n\n\nInformation from the Employer<\/h2>\n\n
Employment Ban<\/h2>\n\n
Breastfeeding at Work<\/h2>\n\n
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