Notification of the employment of a pregnant or nursing woman Receiving

A woman within the meaning of the Maternity Protection Act is any person who is pregnant, has given birth to a child or is breastfeeding. In principle, your employees are free to know if and when they inform you about their pregnancy or breastfeeding. You do not have to notify the supervisory authority responsible for you until your employee has informed you of your pregnancy. Irrespective of the nature of the employment relationship, the Maternity Protection Act also applies to: Women working part-time women in a minor employment relationship (mini-jobs), women in temporary employment or during probationary periods, Women in vocational training and trainees, Women with disabilities employed in a workshop for disabled people, women who work as volunteers within the meaning of the Youth Voluntary Services Act or the Federal Voluntary Service Act, and Women who work for them as members of a spiritual cooperative, deaconesses or members of a similar community on a post or on the basis of a contract of supply, even during their extracurricular training there. They should also provide information on the type of employment in the notification to the competent supervisory authority. This avoids any queries. In each case, you must specify the following: the name, address and date of birth of the mother-to-be, as well as expected day of childbirth. In addition, please contact your competent supervisory authority in your federal state for information. If you wish to employ the pregnant or breastfeeding employee after 8 p.m., you must apply separately. If you have notified the supervisory authority of an employee's pregnancy, you no longer need to report when your employee returns to her workplace and breastfeeds. Important notes: You may not disclose your employee's pregnancy and breastfeeding information to third parties without authorisation (except to the persons in your company who are responsible for carrying out and implementing protective measures). In addition to the obligation to notify, you as an employer have other obligations, for example on health protection at work and on benefits during and after pregnancy. If you do not comply with the maternity protection requirements, this can be punished. The supervisory authority also advises you on questions regarding maternity protection.

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Forms: none Online procedure possible: no Written form required: no Personal appearance necessary: no

Preconditions
Your employee informed you about her pregnancy or breastfeeding.

Hints
The Maternity Protection Act does not apply to Independent Members of the board of directors of legal persons or companies (unless they are predominantly employed), housewives as well as officers, judges and soldiers.
You must make the notification of the employment of a pregnant or nursing woman in writing or orally: In most federal states, the registration form is available online. Download it and fill it out. However, you can also make the communication informal. You can also provide information on the nature and time of employment of your pregnant employee in order to avoid any inquiries from the supervisory authority. Send the notification to the supervisory authority responsible for you As a rule, you will not receive an acknowledgement of receipt. Note: If you wish to employ your pregnant or nursing employee after 8 p.m., you must apply separately. If you want to employ them on Sundays and public holidays, you must notify them to the supervisory authority.