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What do expectant mothers need to be aware of in terms of employment law, when do protective provisions come into force and which activities are prohibited with immediate effect? Maria Susanne Feirer, expert for women and equality at the Styrian Chamber of Labor, can answer all these questions competently.
Employees must notify their employer of a pregnancy as soon as they become aware of it - preferably in writing. The woman herself determines the timing. However, protective provisions only come into force after notification. The company management must also be informed of the expected date of birth at the same time as the pregnancy, as certain activities are only permitted or prohibited to a limited extent from a certain point in time during pregnancy, for example working standing up or piecework.
Violation of the Equal Treatment Act
There is no obligation to report a pregnancy during the probationary period. However, if the employer terminates the employment relationship after the pregnancy has been announced during the probationary period, this violates the Equal Treatment Act. The employee concerned can challenge the termination in court within 14 days of the termination being announced or demand compensation from the company.
Neither existing nor planned pregnancies may be discussed during job interviews. Untruthful answers cannot be sanctioned.
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