Do you work in Germany and have become pregnant? This is an important moment when it’s worth knowing what rights you have and what support you can count on. German regulations guarantee employment protection, limit working hours, and ensure financial benefits both before and after birth. Not every woman can continue working until the final weeks – in some cases, a work ban during pregnancy in Germany (Beschäftigungsverbot) is possible, and the employer is obligated to adapt conditions to your state. What obligations do you have towards your employer, who issues the work ban, does a fixed-term contract protect against dismissal, and what are you entitled to during pregnancy in Germany? We answer.
How long can you work during pregnancy in Germany and what restrictions apply?
German law protects pregnant women, especially regarding working conditions and working hours. You can work up to 6 weeks before birth, but specific restrictions apply. Above all, the maximum working time cannot exceed 8.5 hours daily and 90 hours within two weeks. Overtime, night work (between 8:00 PM and 6:00 AM), work on Sundays and holidays are prohibited, unless the woman gives written consent. Importantly, in case of physical work or exposure to harmful factors, a doctor can order earlier release from professional duties. This means that a woman doesn’t have to work until the final weeks of pregnancy if it could pose a threat to her health or the child’s health. The work ban applies absolutely 6 weeks before birth and 8 weeks after birth, and in case of multiple births or premature babies, this period extends to 12 weeks.
Work ban during pregnancy – when does it apply and who decides on its implementation?
Not every expectant mother can continue working until the end of pregnancy – in some cases, complete release from professional duties is necessary. The work ban during pregnancy in Germany (Beschäftigungsverbot) can be imposed by the attending physician or the employer if there’s a risk to the mother’s or child’s health. This can concern both physical work and psychologically stressful conditions. The ban can be complete (the woman cannot work at all) or partial (e.g., reduced working hours). The decision about a work ban doesn’t mean loss of income, however – in such a case the employer continues to pay full salary, and costs are reimbursed by health insurance. It’s worth knowing that the woman doesn’t need to apply for special benefits – salary payment happens automatically.
Rights of pregnant women in the workplace – what must the employer ensure?
Every woman who informs her employer about pregnancy should expect special protection in the workplace. First, she cannot be dismissed, and second – the employer is obligated to ensure safe working conditions. If the workplace involves lifting, exposure to chemicals, high temperatures, or intense stress, the company must offer another, lighter position or adapt duties. Additionally, if a woman works standing, she cannot spend more than 4 hours daily on her feet – this regulation applies to every woman from the fifth month of pregnancy. Office work can also be subject to restrictions if it requires, for example, long sitting without break possibilities.
Night work, overtime, harsh conditions – what is forbidden for pregnant women?
German labor law clearly defines what conditions are not allowed for pregnant women. Above all, the ban includes night work – between 8:00 PM and 6:00 AM. Exceptions may apply to some professions, e.g., healthcare, but the employee must consent and have additional safeguards. Overtime is also prohibited, and weekly working time cannot exceed statutory norms. Another issue is standing work during pregnancy in Germany – if a woman is employed at a position requiring long standing, the employer must ensure rest and break possibilities. Special restrictions also apply to professions related to chemicals, toxic substances, and high temperatures – in such cases, the employer must find other safe tasks or completely release the woman from work obligation.
Dismissal during pregnancy in Germany – can the employer terminate the contract?
German labor law protects pregnant women from dismissal. From the moment the employer is informed about pregnancy until 4 months after birth, there’s an absolute dismissal ban. This applies to both indefinite contracts and those with a specific term – although here protection ends with contract expiration. If the company dismisses a pregnant woman, she has 2 weeks to notify the employer about pregnancy, which results in withdrawal of the dismissal. In case of pregnancy during probation period, the employee is protected from dismissal the same way as any other employed person – from the moment of informing the employer about pregnancy until 4 months after birth. However, if the contract is fixed-term and expires, dismissal protection doesn’t automatically extend it.
Benefits for pregnant women and after birth – what support can you count on?
Both before and after birth, women can count on financial support. What are you entitled to during pregnancy in Germany?
- Above all maternity allowance (Mutterschaftsgeld), which is paid by the health insurance fund for the period 6 weeks before the planned birth date and 8 weeks after birth (or 12 weeks in case of multiple births, premature babies, or children with disabilities). Women employed under employment contracts receive full salary, because the employer pays the difference to the standard salary.
- Additionally, after the end of maternity leave, parents can use Elterngeld – parental allowance, which amounts to 65 to 67% of average net income from the 12 months before the child’s birth, however, in case of low income this percentage can be higher – the minimum amount is 300 euros, maximum – 1,800 euros monthly (as of 2025). It can be received for up to 14 months after the child’s birth.
Elterngeld and Elternzeit – how does the support system for parents work in Germany?
The German support system for families is very well developed and includes not only Elterngeld, but also Elternzeit – parental leave. Each parent can use up to 3 years of parental leave, with the first 14 months possibly covered by Elterngeld. The leave can be divided into several periods and used even until the child reaches 8 years of age. During this time the employer cannot dismiss the employee, and after the end of parental leave, the parent has the right to return to the company to the same or equivalent position.
Return to work after maternity leave – what rights do you have and what can you expect?
Returning to work after birth is a decision each woman makes individually, but German law provides great flexibility in this regard. Mothers who were on Elternzeit have the right to return to the same position or request a reduction in working hours – the employer must agree to this unless there are justified objections. If the woman decides to return to work earlier, she can do so by informing the employer at least 7 weeks in advance. Additionally, if the mother is still breastfeeding, she’s entitled to breastfeeding breaks, which are counted as working time.
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Maciej Szewczyk is an IT consultant, innovation manager, and sworn German translator specializing in Polish and German tax law.
He gained experience as a consultant on IT projects for many international companies. In 2017, he founded the startup taxando GmbH, where he developed the innovative tax app Taxando, which simplifies the filing of annual tax returns.
Maciej Szewczyk combines technological expertise with in-depth knowledge of tax regulations, making him an expert in his field. In his private life, he is a happy husband and father and lives with his family in Berlin.
