Mutterschutz (maternity protection) protects pregnant and breastfeeding employees and mothers after childbirth. At its core are the protection periods (Schutzfristen) of six weeks before and eight weeks after the birth, during which work is generally not allowed. On top come employment bans where there is a risk, and far-reaching protection against dismissal. Mutterschutz applies regardless of the type of employment.
At a glance
- Protection periods: six weeks before and eight weeks after birth, twelve weeks after birth for premature, multiple, or disability births
- After birth an absolute employment ban applies; before birth the woman may keep working only at her express request, revocable at any time
- The employer must carry out a risk assessment and adapt the work; where there is a risk, further employment bans apply
- Special protection against dismissal from the start of pregnancy until four months after birth; dismissal only with official approval
FAQ
When should the pregnancy be disclosed?
There is no obligation, but protection in practice applies only once the employer knows. Early notification secures the protection periods, protection against dismissal, and the necessary workplace adjustments.
Does Mutterschutz also apply to part-time, minijob, or fixed-term staff?
Yes. It applies regardless of the type and extent of employment; part-time, minijob, and fixed-term employees are covered too.
Who bears the cost during the protection periods?
Maternity pay is shared by the health insurer and the employer; the employer's outlay is largely reimbursed through the U2 apportionment procedure, so the financial burden on it is minimal.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
