{"id":16861,"date":"2025-04-24T10:09:48","date_gmt":"2025-04-24T08:09:48","guid":{"rendered":"https:\/\/www.familienservice.uni-mainz.de\/?page_id=16861"},"modified":"2025-06-13T11:11:07","modified_gmt":"2025-06-13T09:11:07","slug":"working-as-a-parent","status":"publish","type":"page","link":"https:\/\/www.familienservice.uni-mainz.de\/en\/working-as-a-parent\/","title":{"rendered":"Working as a Parent"},"content":{"rendered":"\n<\/jgu-base-pageheader>\n \n<\/jgu-base-anchornavigation>\n

Career first, then children? Or both at the same time? It certainly requires enormous organisational talent to balance work and family responsibilities. Therefore, we are happy to assist you as the central contact point at your university with advice and support. Please note that only the Human Resources Department<\/a> can provide legally binding information on your individual contractual and labor law questions. However, we are happy to advise you. You can also find helpful information in our brochure \u201cStudying & Working as a Parent at JGU\u201d<\/a>. <\/p>\n<\/div>\n<\/jgu-base-heading>\n\n

Pregnant and breastfeeding people have certain rights, but also obligations in this special situation. The legal bases for these are, for example, the Act on the Protection of Mothers at Work, in Training and at University (Mutterschutzgesetz – MuSchG)<\/a>, the Mutterschutzverordnung (Maternity Protection Ordinanc) for civil servants<\/a>, the Mutterschutzrichtlinienverordnung (Maternity Protection Directive Ordinance)<\/a>, the Gefahrstoffverordnung (Hazardous Substances Ordinance)<\/a>, the Strahlen- und R\u00f6ntgenverordnung (Radiation Protection and X-ray Ordinance)<\/a> as well as the Unfallverh\u00fctungsvorschriften (Accident Prevention Regulations)<\/a>. The Act on the Protection of Mothers at Work, in Training and at University (Mutterschutzgesetz – MuSchG) applies to pregnant and breastfeeding people during their profession and studies. In the following sections, we mainly refer to regulations relevant to JGU employees. <\/p>\n\n

Notification of Pregnancy<\/strong><\/p>\n\n

You can decide for yourself when to inform the university about your pregnancy. However, necessary protective measures can only be taken once the Human Resources Department and your supervisors are informed about your pregnancy. Therefore, as soon as you are aware of your pregnancy and know the expected due date, you should inform your responsible administrator in the Human Resources Department<\/strong><\/a>. The notification can be made informally by email; a medical certificate is not required. Once you have reported the pregnancy, you will receive a letter from HR with all further important information. In addition, your supervisors will be informed of your pregnancy<\/strong> to ensure compliance with maternity protection. Together with them, you will then complete a konkretisierende Gef\u00e4hrdungsbeurteilung (specific risk assessment)<\/a>. <\/p>\n\n \n<\/jgu-base-alertbox>\n

Maternity Protection<\/strong><\/p>\n\n

The various maternity protection regulations serve to protect pregnant and breastfeeding people, and their (unborn) children while simultaneously enabling pregnant and breastfeeding people to continue their professional activities. Maternity protection applies throughout your entire pregnancy and lactation period.<\/strong> Maternity protection affects various areas of your workplace as well as special protection against dismissal. The aim is to protect both your health and that of your child while allowing you to continue your previous activities as far as it is compatible with the regulations of the Maternity Protection Act. You can find a clear overview of the maternity protection regulations in the \u201cGuide to Maternity Protection\u201d<\/a> of the BMBFSFJ, among others. <\/p>\n\n \n<\/jgu-base-alertbox>\n

Maternity Protection Periods<\/strong><\/p>\n\n

The regular maternity protection period, i.e., the time during which you are not allowed to work, usually begins six weeks before<\/strong> the calculated due date<\/strong> and ends eight weeks after the birth<\/strong>. The protection period after birth is extended to twelve weeks for medical premature births, multiple births, and (upon request) for the birth of a child with disabilities. You can voluntarily waive the protection period before delivery, but this is not possible for the protection period after birth (an exception exists only for stillbirths). As wage replacement, you receive maternity allowance<\/strong> during the maternity protection periods. <\/p>\n\n

\n\n
<\/div>\n<\/div>\n<\/jgu-base-heading>\n\n

Birth of Your Child<\/strong><\/p>\n\n

Both employees subject to collective agreements and civil servants are entitled to one working day<\/strong> of paid leave on the occasion of the birth<\/strong> of their spouse’s\/life partner’s child, according to \u00a7 29 TV-L or the Urlaubsverordnung (Vacation Ordinance). Furthermore, JGU also grants unmarried employees one day off work on the occasion of the birth of their child. <\/p>\n\n

Severe Illness of a Relative in the Same Household<\/strong><\/p>\n\n

If a relative in your household becomes severely ill, you are entitled to one working day per calendar year<\/strong> of paid leave.<\/p>\n\n

Severe Illness of a Child Under 12 Years Old<\/strong><\/p>\n\n

If you are not entitled to child sickness benefits (\u00a7 45 SGB V<\/a>), you can be granted up to four working days per calendar year<\/strong> of paid leave. Please refer to the guideline \u201cErkrankung Kind<\/a>\u201d from the Leave Management (PA 5) of the Human Resources Department. <\/p>\n\n

Severe Illness of a Caregiver for a Child in Need of Care<\/strong><\/p>\n\n

If one of your child’s caregivers becomes severely ill and therefore cannot provide care for your permanently care-dependent child, you can be granted up to four working days per calendar year<\/strong> of paid leave.<\/p>\n\n

Death in the Family<\/strong><\/p>\n\n

In the event of the death of a child, spouse, life partner, or parent, you are entitled to two days<\/strong> of paid leave according to \u00a7 29 TV-L or the Leave Ordinance. <\/p>\n\n \n<\/jgu-base-alertbox>\n

\n\n
\n\n
<\/div>\n<\/div>\n<\/jgu-base-heading>\n\n

All current information on the topic of parental leave can be found in the brochure \u201cParental Allowance and Parental Leave<\/a>\u201d from the BMBFSFJ. Our handout \u201cParental Leave and Return to Work\u201d<\/a> is designed to support you in preparing your parental leave in the best possible way through a joint conversation with your superiors, in order to prevent later conflicts that could arise from differing expectations. <\/p>\n\n

Period and Duration<\/strong><\/p>\n\n

For each child, you can take up to three years<\/strong> of parental leave in total. You can take these three years all at once or divide them into up to three periods (if you want to divide your parental leave into more than three periods, you need the approval of your supervisors and the Human Resources Department). It should be noted that from your child’s third birthday, you can only take a maximum of 2 years of parental leave, and from your child’s 8th birthday, parental leave is no longer possible. You do not receive a salary for the time you spend on parental leave. Therefore, most parents apply for parental allowance or parental allowance plus<\/a> during this time. <\/p>\n\n

Application<\/strong><\/p>\n\n

You can submit an application for parental leave (employees subject to collective agreements<\/a> or civil servants<\/a>) to your responsible administrator in the Human Resources Department<\/a>. You must submit the application at least 7 weeks<\/strong> before the start of parental leave; if you take parental leave from your child’s 3rd birthday, the application deadline is 13 weeks<\/strong>. When applying, you commit to the times you want to take parental leave for 2 years. A subsequent change is only possible with the university’s consent. <\/p>\n\n \n<\/jgu-base-alertbox>\n

Part-time Work During Parental Leave<\/strong><\/p>\n\n

It is possible to work up to 32 hours per week<\/strong> during parental leave (or up to 30 hours if your child was born before 01.09.2021).<\/p>\n\n

Changes to Requested Parental Leave<\/strong><\/p>\n\n

If you want to extend the requested parental leave afterwards or end it early, you need the approval of your supervisor. There is usually no legal entitlement to change parental leave once it has been requested. For exceptions to this rule, please refer to the brochure \u201cParental Allowance and Parental Leave<\/a>\u201d from the BMBFSFJ. <\/p>\n\n

Continuing Education Program<\/strong><\/p>\n\n

While you are on parental leave, you can continue to participate in events and courses from the JGU continuing education program<\/a>.<\/p>\n\n

\n\n
<\/div>\n<\/div>\n<\/jgu-base-heading>\n\n

For the care of close relatives who are minors and in need of care with at least care level 1, you can take up to two years<\/strong> off work, either completely or partially. Unlike Familienpflegezeit (family care time), the care does not have to take place in a home environment. You must apply<\/strong> for care leave at least eight weeks<\/strong> in advance with your responsible case worker in the Human Resources Department<\/a>. If you wish to continue working part-time during the care leave, this is possible, but your weekly working hours must be at least 15 hours. <\/p>\n\n

During the leave for caring for minor relatives in need of care, you do not receive any salary, but you can apply for an interest-free loan<\/a>. <\/p>\n\n

You can find more information in the brochure \u201cBetter reconciliaton of family, care and work<\/a>\u201d from the BMBFSFJ.<\/p>\n<\/div>\n<\/jgu-base-heading>\n\n

Civil Servants<\/strong><\/p>\n\n

It is possible to work part-time for family reasons. Please note the information provided by the Department of Human Resources<\/a> as well as the corresponding information sheet from the Ministry of the Interior and Sports of Rhineland-Palatinate.<\/a> <\/p>\n\n

Employees Covered by Collective Agreements<\/strong><\/p>\n\n

If you have been employed at JGU for at least six months, you are generally entitled to a temporary reduction in your working hours. An unlimited reduction in working hours may also be possible after prior consultation with your superiors. Requests for reduced working hours<\/a> should be submitted to your responsible administrator in the Department of Human Resources <\/a>at least three months in advance. You can also obtain all further information there. <\/p>\n\n

In addition, you are also entitled to a reduction in working hours if you are caring for a child under 18 years of age. In this case, a time limit of up to 5 years is possible. <\/p>\n\n

\n\n
<\/div>\n<\/div>\n<\/jgu-base-heading>\n\n

JGU offers its employees the opportunity for homeoffice. <\/p>\n\n

Short-term homeoffice<\/strong> <\/p>\n\n