In every workplace, there are times when a woman worker has a baby or a parent with a child under three. The pregnant parent or parent with a young child and the employer should reach an agreement that is satisfactory to both parties. To this end, the other party should be informed openly and as early as possible. Timely notification avoids later disputes and gives the employer enough time to find a replacement who can be trained if necessary.

A pregnant employee has several legal rights designed to protect her health, working conditions, and income during pregnancy and after childbirth.

• An employer is obliged to grant paid time off for prenatal medical appointments, which counts as working time.
• If a pregnant employee’s health condition does not allow her to perform her agreed duties under the usual conditions, she has the right to request temporary work suitable to her health condition.
• Transfer to lighter work may be applied to:
  • employees working under an employment contract;
  • employees in public service.
• Transfer to lighter work is not applicable to pregnant women working under civil law contracts or to self-employed persons.
• A pregnant employee may only be sent on a business trip with her consent.
• A pregnant employee has the right to use annual leave before maternity leave, after maternity leave, or after parental leave.
• A working mother who is entitled to incapacity for work benefits under health insurance law may take maternity leave before childbirth, during which parental benefit is paid.
  • The employer must be notified of maternity leave at least 30 calendar days in advance.
• After maternity leave, the employee has the right to any improvements in working conditions that would have applied during her absence.
• An employer may not terminate an employment contract because the employee is pregnant.
• An employer may not terminate an employment contract due to temporary incapacity for work during pregnancy.
• An employer may not terminate an employment contract with a pregnant employee due to redundancy, except in the case of the employer’s closure or bankruptcy.
• A breastfeeding mother is entitled to additional breaks for breastfeeding until the child reaches 18 months of age.

In order for the Health Insurance Fund to cover your medical expenses, you must have health insurance. Health insurance is automatically provided if social tax is paid on your behalf. If you are employed, your employer pays for it.

However, if you are not working or your employment contract has been suspended, for example because you are at home with a child, you can obtain health insurance together with state family benefits. The state guarantees health insurance for the parent who receives parental benefits.

A mother who was not in an employment relationship before the expected date of birth of the child is considered a non-working mother. A mother who does not work is entitled to parental benefit from the date of birth of the child. Maternal parental benefit is an individual right of the mother, i.e. only the mother is entitled to it and the other parent cannot use it.

An unemployed mother will receive an offer for maternity benefit after the birth of the child and registration of the birth in the population register, together with other types of family benefits to which the mother is entitled for the child.

Please note! The Social Insurance Board will send a notification about the offer available in the self-service portal to the mother's e-mail address. Make sure that your valid e-mail address is registered in the Social Insurance Board's self-service portal.