Fixed-term employment contract and sick leave – Legal answers

Understanding the rights and options of employees during pregnancy is crucial. This is especially true when the employment contract is for a fixed term, as many are unaware of their options if they need to go on sick leave while pregnant. It is worth thoroughly reviewing the concept of sick leave and the regulations concerning pregnant employees.

The situation of pregnant women raises numerous legal and financial aspects related to both employment and post-birth benefits. Understanding these situations and knowing the regulations can help pregnant women navigate the workplace as they prepare for the arrival of their child.

Sick leave and post-birth benefits are important tools that support families during the process of having children. Below, we will take a closer look at what is important to know about sick leave and post-birth benefits for pregnant employees with fixed-term contracts.

Applying for Sick Leave with a Fixed-Term Contract

The rights of pregnant women with fixed-term employment contracts regarding the application for sick leave are clear. The application for sick leave is not dependent on the duration of the employment contract, so pregnant employees can request this benefit at any time, provided their health condition justifies it. In the case of a high-risk pregnancy, the amount of sick leave is 50% of the average salary, which helps pregnant women financially support themselves during their pregnancy.

If the fixed-term contract expires during the period of sick leave, the employee still has the right to sick leave. This situation is referred to as passive sick leave, which is available for the duration of the employment relationship, but for a maximum of one year. This option is particularly important, as it allows expectant mothers to feel financially secure during the pre-birth period.

Post-Birth Benefits

Post-birth benefits, such as maternity allowance, parental leave benefits (GYED), and child care benefits (GYES), are also essential for pregnant women. If the employment relationship is still in effect at the time of birth, and the mother has been insured for at least 365 days in the two years preceding the birth, she is entitled to various benefits. The maternity allowance is a one-time support, while GYED is a monthly benefit provided until the child turns 2, following maternity leave.

It is important to note that if the fixed-term employment relationship no longer exists at the time of birth, and the mother does not have the necessary insurance period, she is only entitled to GYES. GYES is an entitlement, and its amount is equivalent to the amount of the old-age pension.

These benefits provide significant assistance to families in managing the costs associated with having children, ensuring that parents can face new life situations with minimal financial stress. Knowledge of the regulations and options is essential for pregnant women to make the most of their situation.