Maternity Protection in the Catering Industry: The Topics in Detail
Posted: Mon Jan 06, 2025 7:12 am
Before we go into the details of the Maternity Protection Act in the catering industry, one thing is clear: in job interviews, women do not have to answer questions about their intention to have children truthfully. According to the General Equal Treatment Act (AGG) and the case law of the Federal Labor Court, such questions are inadmissible .
As part of labor law, maternity benin phone data protection is certainly a sensitive topic . That is why women should at least inform themselves about it in principle. It is also important to know your rights in order to assert claims in the event of disregard by employers .
From the outset, employers are obliged to comply with the Maternity Protection Act in the catering industry. Section 27 paragraph 1 of the Maternity Protection Act stipulates that every employer (or person of equal status) and every training institution (school, university) is obliged to immediately inform the responsible occupational health and safety authority of the employment of a pregnant or breastfeeding woman .
The following topics are also regulated in the Maternity Protection Act:
employment ban
The employment ban for pregnant women, women who have recently given birth and breastfeeding women generally applies
six weeks before delivery
and
eight weeks after delivery.
In the case of multiple births, premature births and, upon request, the birth of a child with a disability, the statutory protection period is extended to twelve weeks . According to Section 3 of the MuSchG, the mother cannot voluntarily opt out of this.
If expectant mothers voluntarily agree to work six weeks before the birth , they can continue to be employed. However, they can revoke this agreement at any time.
A complete ban on employment applies to pregnant women if, according to a medical certificate, continued employment would endanger the life or health of the mother or child ( Section 3 MuSchG ).
As part of labor law, maternity benin phone data protection is certainly a sensitive topic . That is why women should at least inform themselves about it in principle. It is also important to know your rights in order to assert claims in the event of disregard by employers .
From the outset, employers are obliged to comply with the Maternity Protection Act in the catering industry. Section 27 paragraph 1 of the Maternity Protection Act stipulates that every employer (or person of equal status) and every training institution (school, university) is obliged to immediately inform the responsible occupational health and safety authority of the employment of a pregnant or breastfeeding woman .
The following topics are also regulated in the Maternity Protection Act:
employment ban
The employment ban for pregnant women, women who have recently given birth and breastfeeding women generally applies
six weeks before delivery
and
eight weeks after delivery.
In the case of multiple births, premature births and, upon request, the birth of a child with a disability, the statutory protection period is extended to twelve weeks . According to Section 3 of the MuSchG, the mother cannot voluntarily opt out of this.
If expectant mothers voluntarily agree to work six weeks before the birth , they can continue to be employed. However, they can revoke this agreement at any time.
A complete ban on employment applies to pregnant women if, according to a medical certificate, continued employment would endanger the life or health of the mother or child ( Section 3 MuSchG ).