Reasons for a ban on employment
The Maternity Protection Act stipulates by law which activities fall under the employment ban: While these activities fall under the employment prohibition from the beginning, the following only take effect in the course of pregnancy: Reasons for an individual employment prohibition are e.g. :
- For example, pregnant women must never carry larger loads of more than 10 kg and regularly no loads of more than 5 kg.
- Work where pregnant women are exposed to harmful effects of substances or radiation that are hazardous to health, heat, cold, noise, vibrations or moisture is also prohibited.
- Of course, pregnant women are also prohibited from handling infectious material, mutagenic substances or infectious patients.
- The same applies to working with pointed or sharp objects, such as scalpels or syringes. Piecework, flow work or activities where the pace determines the salary are also prohibited.
- Work involving a high risk of accidents, the operation of machines with heavy foot strain or work involving a high risk of occupational disease are also covered by the employment ban.
- From the 4th month onwards, pregnant women are no longer allowed to work on means of transport, such as bus or train.
- From the 6th month of pregnancy onwards, pregnant women may not stand for more than four hours a day, nor may they stretch, bend, squat or bend over for long periods.
- Cervical os weakness
- Multiple pregnancy
- Risk pregnancy
- Tendency to miscarry
Profession: Educator
In accordance with the EU’s 2005 biofuels regulation, daycare centers, kindergartens and other care and support facilities are considered to be high-risk workplaces. Children of kindergarten age in particular are more likely to fall ill and are in very close contact with the educators. Typical childhood illnesses such as rubella, chickenpox, measles or mumps increase the risk of malformations, disabilities, premature, miscarriage or even stillbirth.
Therefore, pregnant educators may only work if they have sufficient vaccination protection. As long as this has not been proven by a serological blood test, the employer is obliged to issue an immediate ban on employment. In the absence of sufficient immunity, the employer may transfer them to a risk-free workplace, e.g.B. into the administration or he must release them from work.
