Employment law
Maternity
Any pregnant woman whose condition has been medically confirmed may terminate her contract after giving her employer twenty-four hours’ notice, except in cases of force majeure, and without having to pay compensation in lieu of notice. Any pregnant woman is entitled to 14 weeks’ maternity leave, comprising 6 weeks before the expected date of childbirth and 8 weeks afterwards.
Adapting the workplace
When a woman is expecting a child, there are certain strenuous tasks that you must no longer assign to her. For example, she must not be employed in work that exceeds her physical capacity, presents a risk of danger, or which, by its nature and the conditions under which it is carried out, is likely to undermine her moral well-being. Furthermore, you must take into account the doctor’s advice regarding any changes to her role that her condition may require.
What should you do if an employee is breastfeeding her child?
For a period of fifteen months from the child’s birth, the mother is entitled to breaks for breastfeeding at her place of work. The total duration of these breaks must not exceed one hour per working day. These breaks must not result in a reduction in pay.
Terminology
Widow’s leave: A woman who loses her husband (due to death) is entitled to a period of widow’s leave lasting 4 months and 10 days. However, the employer is not legally obliged to pay her during this period.
Resignation without notice: Any pregnant woman may terminate her employment contract without notice or compensation. During the statutory breastfeeding period, she may also terminate her contract under the same conditions.
Prenatal period: which begins 6 weeks before the expected date of childbirth;
Postnatal period: which ends 8 weeks after the date of childbirth.