Working During Pregnancy in Germany – How Long Can You Work and What Are You Entitled to After Birth?

Are you working in Germany and became pregnant? This is an important moment where it’s worth knowing what rights you have and what support you can count on. German regulations guarantee job protection, limit working hours, and provide financial benefits both before and after birth. Not every woman can continue working until the last weeks – in some cases, a ban on employment during pregnancy in Germany is possible, and the employer is obliged to adapt the conditions to your condition. What obligations do you have towards the employer, who issues the employment ban, does a fixed-term contract protect against dismissal, and what is due to you 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.Up to 6 weeks before the birth, you can work, but specific restrictions apply.. Above all, the maximum working time8.5 hours daily and 90 hours within two weeks must not be exceeded. Prohibited areovertime, night work (between 8:00 PM and 6:00 AM), Sunday and holiday work, unless the woman gives her written consent. It is important that in the case of physical work or exposure to harmful factors, the doctor can order an earlier release from professional obligations. This means that the womandoes not have to work until the last weeks of pregnancy, if this could pose a risk to her health or the health of the child.The employment ban applies absolutely 6 weeks before and 8 weeks after the birth, and in the case of multiple or premature birth, this period extends to 12 weeks.

Employment ban during pregnancy – when is it valid and who decides on its implementation?

Not every expectant mother can continue working until the end of pregnancy – in some cases, a complete exemption from professional obligations is necessary.The employment ban during pregnancy in Germany can be imposed by the treating doctor or the employer if there is a risk to the health of the mother or child. This can relate to both physical work and mentally stressful conditions. The ban can be complete (the woman cannot work at all) or partial (e.g., reduced working hours). The decision on an employment ban does not mean a loss of income – in such a case, the employer continues to pay the full salary, and the costs are reimbursed by the health insurance. It is important to know that the woman does not have to apply for special benefits – wage payment occurs automatically.

Rights of pregnant women in the workplace – what must the employer ensure?

Any woman who informs her employer about the pregnancy should expect special protection in the workplace. First,she cannot be dismissed, and second, the employer is obliged toensure safe working conditions. If the workplace involveslifting, exposure to chemicals, high temperatures, or intense stress, the company mustoffer another, lighter workplace or adjust the tasks. Additionally, a woman who works standing cannot spend more than4 hours daily on her feet – this regulation applies to every woman from thefifth month of pregnancy. Even office work can be subject to restrictions if, for example, it involves long sitting without the possibility of breaks.

Night work, overtime, harsh conditions – what is prohibited for pregnant women?

German labor law clearly defines which conditions are not allowed forpregnant women. Above all, the ban includesnight work– i.e., between 8:00 PM and 6:00 AM. Exceptions can apply in some professions, e.g., in healthcare, but the employee must agree and receive additional protections.Overtime is also prohibited, and weekly working hours must not exceed legal standards. Another issue isstanding during pregnancy in Germany– if a woman is employed at a workplace that requires long standing, the employer mustensure rest and break opportunities. Special restrictions also apply to professions involvingchemicals, toxic substances, and high temperatures– in such cases, the employer must find other, safe tasks or completely exempt the woman from work duties.

Dismissal during pregnancy in Germany – can the employer terminate the contract?

German labor lawprotects pregnant women from dismissal. From the moment the employer is informed about the pregnancy until4 months after the birth, there is anabsolute ban on dismissal. This applies to both permanent contracts and thosewith a fixed term– although here the protection ends with the expiration of the contract. If the company dismisses a pregnant woman, she has2 weeks to inform the employer about the pregnancy, which leads to the withdrawal of the dismissal. During a pregnancy occurring during the probationary period, the employee is equally protected from dismissal as any other employee – from the moment of informing the employer about the pregnancy until 4 months after the birth. However, if the contract is fixed-term and expires,the dismissal protection does not 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 is due to you during pregnancy in Germany?

• Above all,maternity allowance, which is paid by the health insurance during the period of6 weeks before the intended birth date and 8 weeks after the birth (or 12 weeks in the case of multiple, premature, or disabled birth). Employed women receivefull salary, as the employer tops up the difference to the standard salary.
• Additionally, parents can useparental allowance after the end of maternity leave, which amounts to65 to 67% of the average net income from the 12 months before the birth of the child, although this percentage can be higher for low incomes – the minimum amount is 300 Euros, the maximum amount is 1,800 Euros monthly (as of 2025). It can be claimedup to 14 months after the birth of the child.

Parental allowance and parental leave – how does the support system for parents in Germany work?

The German family support system is very well developed and includes not onlyparental allowance, but alsoparental leave. Each parent can useup to 3 years of parental leave, with the first14 months covered by parental allowance. Parental leave can be divided into several periods andeven be used until the child turns 8 years old. During this time,the employer cannot dismiss the employee, and after parental leave, the parent has the right to return to the company to the same or an equivalent position.

Returning to work after maternity leave – what rights do you have and what can you expect?

Returning to work after childbirth is a decision that each woman makes individually, but German law offers great flexibility here. Mothers who were inparental leave have the right to return to the same position orrequest a reduction in working hours – the employer must agree unless there are justified counterarguments. If the woman decides to return to work earlier, she can do so by informing the employerat least 7 weeks in advance. Additionally, a mother who is still breastfeeding is entitled tobreastfeeding breaks, which are counted as part of the working hours.

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