Pregnant women and mothers in workplace

During pregnancy and the use of maternity, parental or adoption leave, the employer must not terminate your employment contract

The employer may not refuse to employ a pregnant woman because of her condition, terminate her employment contract or offer her an amended employment contract.

This protection also applies to a period of 15 days from the termination of pregnancy or termination of exercise of one of the listed rights.

The employer may not refuse to employ a pregnant woman because of her condition, terminate her employment contract or offer her an amended employment contract under less favourable terms.

Protection against dismissal also applies to mothers who:

• use maternity, parental or adoption leave;
• work part-time in general or part-time due to increased child care and nursing;
• use breastfeeding leave;
• use the leave or part-time work to care for a child with severe developmental disabilities.

Overtime and night work

A pregnant woman in overtime work, redistribution, or unequal distribution of working hours may work only if she submits a written statement of voluntary consent to such work to the employer, except in case of force majeure in overtime work, and in night work only if she requested such work and if the authorised physician assessed that night work does not endanger her life or health as well as the life or health of the child.

It may also work on an unequal schedule and reallocation of working time only if it provides the employer with a written declaration of voluntary consent to such work by pregnant women, a parent with a child up to eight years of age, a parent who works half-time to whom this right has been granted for the care of the child and for the care and care of the child with more severe developmental disabilities.
 
During pregnancy, while breastfeeding up to one year of child's life, a worker is not obliged to work in night work. It is necessary to obtain and submit to the employer a certified medical certificate confirming that this is necessary for the safety and health of the worker or for the safety and health of the child.

If during the exercise of any of these rights you intend to change the manner of exercising this right or you intend to re-establish the unused right, you shall to inform the employer.