{"id":38058,"date":"2025-11-06T12:22:53","date_gmt":"2025-11-06T11:22:53","guid":{"rendered":"https:\/\/wirlitsch-arbeitsrecht.de\/continued-pay-during-sick-leave\/"},"modified":"2026-02-10T13:57:25","modified_gmt":"2026-02-10T12:57:25","slug":"continued-pay-during-sick-leave","status":"publish","type":"page","link":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/continued-pay-during-sick-leave\/","title":{"rendered":"Continued pay during sick leave"},"content":{"rendered":"<style>.elementor-38058 .elementor-element.elementor-element-47c28d15{margin-top:0px;margin-bottom:0px;}.elementor-widget-image .widget-image-caption{color:var( --e-global-color-text );font-family:var( --e-global-typography-text-font-family ), Sans-serif;font-size:var( --e-global-typography-text-font-size );font-weight:var( --e-global-typography-text-font-weight );line-height:var( --e-global-typography-text-line-height );}.elementor-38058 .elementor-element.elementor-element-57efe00 img{width:53%;border-radius:5px 5px 5px 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.elementor-element.elementor-element-e533848{text-align:start;}.elementor-widget-text-editor{font-size:var( --e-global-typography-text-font-size );line-height:var( --e-global-typography-text-line-height );}.elementor-38058 .elementor-element.elementor-element-13b68f2{padding:50px 20px 50px 20px;}.elementor-38058 .elementor-element.elementor-element-3699da7 > .elementor-element-populated{padding:25px 0px 0px 0px;}.elementor-38058 .elementor-element.elementor-element-beac18a{font-size:var( --e-global-typography-text-font-size );line-height:var( --e-global-typography-text-line-height );}}<\/style>\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"38058\" class=\"elementor elementor-38058 elementor-37538\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-47c28d15 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"47c28d15\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-af0bc74\" data-id=\"af0bc74\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-57efe00 elementor-widget elementor-widget-image\" data-id=\"57efe00\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"534\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-1024x683.webp\" class=\"attachment-large size-large wp-image-37854\" alt=\"\" srcset=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-1024x683.webp 1024w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-300x200.webp 300w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-150x100.webp 150w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-768x512.webp 768w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-1536x1025.webp 1536w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-2048x1366.webp 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5fc8daa elementor-widget elementor-widget-html\" data-id=\"5fc8daa\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div>\n\n\n<meta charset=\"utf-8\">\n<title>Special protection against dismissal for pregnant women: A legal guide for employers<\/title>\n<meta name=\"description\" content=\"As an employer, you are confronted with a multitude of protective provisions under labor law.\">\n<link rel=\"canonical\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/kuendigungsschutz-schwanger-arbeitgeber\/\">\n\n\n<main>\n<article>\n<h1>One of the most rigorous and, in practice, most consequential is the special protection against dismissal for pregnant employees.<\/h1>\n\n<p>Even a formal error can render a dismissal invalid and have significant legal and financial consequences. This article highlights the key provisions of Section 17 of the Maternity Protection Act (MuSchG) and offers you sound guidance on how to avoid pitfalls.   <\/p>\n\n<hr>\n\n<h3>Summary<\/h3>\n<p>The protection against dismissal for pregnant employees, standardized in Section 17 of the Maternity Protection Act (MuSchG), represents an almost absolute prohibition of dismissal. It protects the employee from the beginning of pregnancy until four months after childbirth against any dismissal by the employer\u2014whether ordinary or extraordinary. The employer's knowledge is decisive, whereby the employee can render a dismissal invalid by notifying the employer within two weeks. Only in narrowly defined exceptional cases can the competent authority declare a dismissal permissible at the employer's request. The hurdles for this are extremely high. Fixed-term contracts, on the other hand, expire as normal. Any termination without official approval is void, but must be challenged in court by the employee within three weeks.      <\/p>\n\n<hr>\n\n<h2>1. Legal basis and scope of the absolute prohibition of dismissal<\/h2>\n<p>The legal dispute over the dismissal of a pregnant employee essentially begins and ends with a single, but extremely powerful provision.<\/p>\n\n<ul>\n<li><strong>Key provision: Section 17 of the Maternity Protection Act (MuSchG)<\/strong><br>It is unlawful to dismiss a woman during her pregnancy and up to four months after giving birth. This prohibition is designed as an absolute prohibition on dismissal. It severely restricts your right to dismiss employees as an employer and allows only a few narrowly defined exceptions.  <\/li>\n\n<li><strong>Personal scope<\/strong><br>The protection afforded by Section 17 MuSchG covers not only full-time and part-time employees, but also all persons protected under the MuSchG. These include in particular: \n<ul>\n<li>Trainees<\/li>\n<li>Home workers<\/li>\n<li>Persons similar to employees<\/li>\n<li>Women in vocational training<\/li>\n<\/ul>\nThe protection also extends to the period up to four months after a miscarriage after the twelfth week of pregnancy.<\/li>\n\n<li><strong>Material scope<\/strong><br>The law does not differentiate between different types of termination. The prohibition covers all forms of termination by the employer. This includes:  \n<ul>\n<li>Ordinary termination with notice (for operational, personal, or behavioral reasons).<\/li>\n<li>Extraordinary termination without notice for good cause in accordance with Section 626 of the German Civil Code (BGB).<\/li>\n<li>Termination for change, which aims to modify the working conditions.<\/li>\n<\/ul>\n<\/li>\n\n<li><strong>Temporal scope<\/strong><br>The protective shield of the law covers a clearly defined period. It begins with the onset of pregnancy (legally: with conception) and generally ends four months after childbirth. This period is extended in the case of parental leave in accordance with the provisions of the Federal Parental Allowance and Parental Leave Act (BEEG).  <\/li>\n<\/ul>\n\n<h2>2. Prerequisites for protection: The employer's knowledge<\/h2>\n<p>A key factor in the effectiveness of the protection is your knowledge as an employer of the circumstances giving rise to the protection.<\/p>\n\n<ul>\n<li><strong>Knowledge at the time of termination<\/strong><br>The prohibition of termination primarily applies if you, as the employer, were aware of the pregnancy or recent childbirth at the time the notice of termination was received. This knowledge can be gained through an informal notification from the employee. <\/li>\n\n<li><strong>Subsequent notification remedies lack of knowledge<\/strong><br>If you terminate the employment relationship without knowledge of the pregnancy, the termination is initially ineffective. However, the termination is still ineffective if the employee informs you of the pregnancy within two weeks of receiving the notice of termination. This period is a material limitation period.  <\/li>\n\n<li><strong>Failure to meet the two-week deadline<\/strong><br>The law protects the employee even if she fails to meet this two-week deadline. The deadline is not binding if it is missed for reasons beyond the woman's control (e.g., ignorance of her own pregnancy, hospitalization) and the notification is made immediately after the obstacle has been removed. The hurdles for you as an employer to prove culpable delay are considerable in court practice.  <\/li>\n\n<li><strong>Right to proof<\/strong><br>You do not have to accept a mere claim of pregnancy without verification. As an employer, you have the right to request proof from the employee. According to Section 15 (2) MuSchG, she must submit a medical certificate or a certificate from a midwife at your request. You bear the costs for this.    <\/li>\n<\/ul>\n\n<h2>3. The exception: Declaration of termination as permissible by the authorities<\/h2>\n<p>The absolute prohibition of termination is not without exception. In very rare cases, termination may be permissible, but this requires a prior administrative procedure. <\/p>\n\n<ul>\n<li><strong>Approval requirement by the highest state authority<\/strong><br>According to Section 17 (2) MuSchG, the highest state authority responsible for occupational safety (or the agency designated by it, e.g., the trade supervisory office or the occupational safety office) may, in exceptional cases, declare the termination admissible. <\/li>\n\n<li><strong>Formal application requirement<\/strong><br>This step is essential for effective termination: as an employer, you must apply in writing for a declaration of admissibility before giving notice of termination. Approval obtained retrospectively does not remedy a termination that has already been declared. Termination may only be declared after the positive decision of the authority has been delivered.  <\/li>\n\n<li><strong>Material requirement: The \u201cspecial case\u201d<\/strong><br>The authority will only grant its approval if there is a special case. This is the case if the reasons for termination are not related to the woman's condition during pregnancy or her situation after giving birth. The courts apply extremely strict standards here.  <\/li>\n\n<li><strong>Recognized case groups<\/strong>\n<ul>\n<li><strong>Operational reasons:<\/strong> Termination is almost exclusively considered in the event of a complete and permanent closure of the business if there are no other employment opportunities, including in another branch of the company. The mere closure of a department or restructuring is generally not sufficient. The hurdles are also high in the event of insolvency.  <\/li>\n<li><strong>Behavioral reasons: <\/strong>In this case, there must be particularly serious breaches of duty that make it unreasonable for you to continue the employment relationship, even taking into account the woman's interests. Possible examples include persistent refusal to work or criminal offenses to your detriment (e.g., theft, fraud). A single violation is almost never sufficient.  <\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n<h2>4. Special cases and procedural distinctions<\/h2>\n<ul>\n<li><strong>Protection against dismissal during the probationary period:<\/strong> Special protection against dismissal applies without restriction from the first day of employment. The simplified dismissal option during the probationary period pursuant to Section 622 (3) of the German Civil Code (BGB) is completely superseded.  <\/li>\n<li><strong>Fixed-term employment relationships:<\/strong> The Maternity Protection Act does not protect against the end of an employment relationship due to the expiry of a fixed term. A fixed-term employment contract for a specific purpose or a fixed-term employment contract based on the calendar ends automatically when the purpose is achieved or on the agreed date, without the need for termination. <\/li>\n<li><strong>Termination agreement as an alternative:<\/strong> A termination agreement is a bilateral agreement to terminate the employment relationship and does not constitute unilateral termination. It is therefore not covered by the prohibition in Section 17 MuSchG. However, such agreements are subject to strict judicial review.  <\/li>\n<li><strong>Resignation by the employee:<\/strong> The protective provisions of the MuSchG are directed exclusively at the employer. The employee herself can terminate her employment relationship at any time in compliance with the notice periods applicable to her. <\/li>\n<\/ul>\n\n<h2>5. Procedural enforcement and the consequences of an invalid termination<\/h2>\n<ul>\n<li><strong>Invalidity of the termination:<\/strong> A termination that is declared in violation of Section 17 MuSchG without the required official approval is invalid ex lege. It has no legal effect from the outset. <\/li>\n<li><strong>Obligation to take legal action and the three-week period:<\/strong> Even a null and void termination must be challenged in court. The employee must assert the invalidity within a period of three weeks after receipt of the written termination at the competent labor court by means of an action for protection against dismissal (Section 4 KSchG). If she misses this deadline, the termination is considered legally valid from the outset.  <\/li>\n<\/ul>\n\n<hr>\n\n<h3>Conclusion<\/h3>\n<p>Terminating the employment of a pregnant employee is extremely risky from a legal perspective and virtually impossible in practice. The hurdles for obtaining an officially approved exception are prohibitively high. Every step, from responding to a pregnancy announcement to considering a termination agreement, requires the utmost legal care. Never act without first consulting a specialist lawyer to avoid serious and costly mistakes.   <\/p>\n\n<hr>\n\n\n\n<\/article>\n<\/main>\n\n<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-41a947a elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"41a947a\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-79ce12e\" data-id=\"79ce12e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e533848 elementor-widget elementor-widget-heading\" data-id=\"e533848\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Further expert articles on employment law<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-318c0b5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"318c0b5\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-3d12147\" data-id=\"3d12147\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b6aa736 elementor-widget elementor-widget-text-editor\" data-id=\"b6aa736\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/entgeltfortzahlung-arbeitnehmer\/\" data-wplink-edit=\"true\">Continued pay during sick leave<\/a><\/p><p>Rights and obligations for employees.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-e9c78d3\" data-id=\"e9c78d3\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fcae750 elementor-widget elementor-widget-text-editor\" data-id=\"fcae750\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/continued-pay-during-sick-leave\/\">Continued pay during sick leave<\/a><\/p><p>Obligations, deadlines and legally compliant implementation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-ad32d77\" data-id=\"ad32d77\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-59e2356 elementor-widget elementor-widget-text-editor\" data-id=\"59e2356\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/kuendigungsschutz-schwanger-arbeitnehmer\/\">Protection against dismissal for pregnant employees<\/a><\/p><p>Your rights under the Maternity Protection Act.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-d2a0573 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"d2a0573\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-6268a1a\" data-id=\"6268a1a\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e011b93 elementor-widget elementor-widget-text-editor\" data-id=\"e011b93\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/kuendigungsschutz-schwanger-arbeitgeber\/\">Protection against dismissal for pregnant employees (employers)<\/a><\/p><p>Legally sound options for action and potential pitfalls.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-68fb59b\" data-id=\"68fb59b\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b7210ec elementor-widget elementor-widget-text-editor\" data-id=\"b7210ec\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/arbeitnehmervertretung-arbeitnehmer\/\">Employee representation (for employees)<\/a><\/p><p>Rights and co-determination options.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-a85a802\" data-id=\"a85a802\" data-element_type=\"column\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fa73ed1 elementor-widget elementor-widget-text-editor\" data-id=\"fa73ed1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/arbeitnehmervertretung-arbeitgeber\/\">Employee representation (for employers)<\/a> <\/p><p>Legally compliant cooperation with works councils and trade unions.<br \/><br \/><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-13b68f2 elementor-section-content-middle elementor-reverse-mobile elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"13b68f2\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-3699da7\" data-id=\"3699da7\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b61ed68 elementor-widget elementor-widget-heading\" data-id=\"b61ed68\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Time for a strong partner\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-beac18a elementor-widget elementor-widget-text-editor\" data-id=\"beac18a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tWould you like to clarify your consulting needs and strategically strengthen your committee work? Lawyer Michael D. Wirlitsch, specialist lawyer for labour law in Constance and Stuttgart, is at your side with his experience and expertise. \t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-45eafae elementor-align-left elementor-widget elementor-widget-button\" data-id=\"45eafae\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Arrange a consultation now<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-e1e0a29\" data-id=\"e1e0a29\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-dcd38be elementor-widget elementor-widget-image\" data-id=\"dcd38be\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"2560\" height=\"1705\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-scaled.webp\" class=\"attachment-full size-full wp-image-37853\" alt=\"\" srcset=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-scaled.webp 2560w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-300x200.webp 300w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-1024x682.webp 1024w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-150x100.webp 150w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-768x512.webp 768w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-1536x1023.webp 1536w, https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1461-2048x1364.webp 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Special protection against dismissal for pregnant women: A legal guide for employers One of the most rigorous and, in practice, most consequential is the special protection against dismissal for pregnant employees. Even a formal error can render a dismissal invalid and have significant legal and financial consequences. This article highlights the key provisions of Section [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":37854,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-38058","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38058","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/comments?post=38058"}],"version-history":[{"count":2,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38058\/revisions"}],"predecessor-version":[{"id":38060,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38058\/revisions\/38060"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media\/37854"}],"wp:attachment":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media?parent=38058"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}