Parental leave is a special time in working life. However, not everyone wants to go straight back to their old full-time job after that, and not every company needs you after that. We have all the information about termination after parental leave.
Part time during maternity leave
If you are already longing for your job during paternity leave, you can start working in consultation with your employer. 15-32 hours per week are allowed for at least two months. In addition, your job must be suitable for part-time work. Anyone who has previously worked part-time can continue to do so while on parental leave. However, you are only entitled to work part-time during parental leave if you have already worked for at least six months for a company with at least 15 employees (excluding interns) and there are no significant operational reasons to conflict with your part-time. the job.
Part time after maternity leave
Anyone who does not want to return to their full-time job immediately after paternity leave, but wants to keep it in principle, can apply for part-time work. This should be done at least two months in advance. In the application, you tell your boss in writing how many hours per week you want to reduce your workload and for how long it should apply. Periods ranging from one to five years are possible. Next, your boss is obligated to negotiate a deal with you. If not, your wishes are considered OK. Here too, the prerequisite is that you have been with the company for six months, that it has at least 15 employees without interns and that there are no significant operational reasons to conflict with your part-time work.
You can find more information about part-time bridging here:
Separation during or after parental leave
Your employment contract will continue to function normally during parental leave. This means that all termination regulations also apply just as before. That’s why you can leave your job naturally, keeping in mind the set deadlines. In some collective bargaining agreements and employment contracts, there may be special deadlines for this case. As with any other termination, you can be denied unemployment benefit I for a limited period of time if you quit without good reason.
Separation during parental leave
While you can voluntarily leave your job during parental leave, your employer cannot do the opposite. At this point, you have special protection against dismissal, which begins a maximum of eight weeks before the start of parental leave and continues until the child’s third birthday. It applies regardless of whether you previously worked full-time or part-time and ends with the expiration of your parental leave. There are only exceptions in serious cases, if the company files for bankruptcy during parental leave or if it can be proven that you committed a gross breach of duty.
Separation after maternity leave
This means that after parental leave you can be dismissed as usual – subject to all statutory or contractual deadlines. In addition, your boss must state one of the legal reasons for the termination. For example, your partition may have been dissolved in the meantime.
Signing the termination agreement
An alternative to termination is a termination agreement. You and the employer decide to end the employment relationship at a certain time. This way, you avoid potential periods of notice. If this is done at your employer’s request, you may be able to negotiate termination payments. However, a termination agreement usually results in a ban on unemployment benefit. The only exception to this is if you can demonstrate that the waiting period for the notice period was not reasonable to you.
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