Tag archives: pregnant employee

What rights does an employer have to suspend an employee in Germany?

By Maria Siemens on December 11, 2017 Posted in Europe, Germany

Under German law, an employer can only suspend an employee in certain cases. One of the core obligations of the employment relationship is an obligation on the employer to provide the employee with relevant work to be performed. If it fails to do so without justification, it must nevertheless continue to pay the employee. Notwithstanding … Continue reading

Protected species? Considering rights associated with pregnancy and parental leave in the event of redundancy

By Alexandra Shields on July 18, 2017 Posted in Asia Pacific, Australia

When an organisation is considering making redundancies, it is important to consider whether employees who are pregnant or on parental leave are afforded any special protections under Australian law. Both the Fair Work Act 2009 and anti-discrimination legislation include provisions particularly relating to pregnancy and parental leave, including the right to return to the same … Continue reading

Employers must immediately reinstate a dismissed employee when informed of her pregnancy

By Judicaël Fouquet on March 3, 2016 Posted in Europe, France

Pregnant employees benefit from specific and extensive guarantees against termination of their employment under French law. In particular, employers are not allowed to dismiss an employee from the moment she is medically certified as being pregnant, excepted in two limited cases: where the employee has committed an act of gross misconduct or if it is … Continue reading

Non-pregnant employees can benefit from the protection granted to pregnant employees

By Judicaël Fouquet on September 15, 2014 Posted in Europe, France

The legal background Under French employment law, pregnant employees enjoy particularly strong protection from dismissal — dismissal of pregnant employees is prohibited from the moment the employee is medically certified as being pregnant, except in the two following circumstances: gross misconduct on the part of the employee or impossibility to maintain the employment contract for … Continue reading