{"id":38183,"date":"2025-11-06T12:45:44","date_gmt":"2025-11-06T11:45:44","guid":{"rendered":"https:\/\/wirlitsch-arbeitsrecht.de\/protection-against-dismissal-for-pregnant-employees-2\/"},"modified":"2026-02-10T23:22:29","modified_gmt":"2026-02-10T22:22:29","slug":"protection-against-dismissal-for-pregnant-employees-2","status":"publish","type":"page","link":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/protection-against-dismissal-for-pregnant-employees-2\/","title":{"rendered":"Protection against dismissal for pregnant employees"},"content":{"rendered":"<style>.elementor-38183 .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 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.elementor-element.elementor-element-1a8888a{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-38183 .elementor-element.elementor-element-13b68f2{padding:50px 20px 50px 20px;}.elementor-38183 .elementor-element.elementor-element-3699da7 > .elementor-element-populated{padding:25px 0px 0px 0px;}.elementor-38183 .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=\"38183\" class=\"elementor elementor-38183 elementor-37568\" 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\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\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\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 <strong>restricts your right to dismiss employees<\/strong> as an employer and tolerates 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. This includes 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>\n <strong>The protection also extends to the period up to four months after a miscarriage after the twelfth week of pregnancy.<\/strong><\/li>\n\n  <li><strong>Sachlicher Geltungsbereich<\/strong><br>Das Gesetz differenziert nicht nach der Art der K\u00fcndigung. Das Verbot umfasst <strong>jede Form der K\u00fcndigungserkl\u00e4rung<\/strong> durch den Arbeitgeber. Dies inkludiert:  \n    <ul>\n      <li><strong>Ordinary<\/strong> 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 <strong>four months after childbirth.<\/strong> 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\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 <strong>was received. <\/strong>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 misses this two-week deadline. Missing the deadline is not detrimental if it is due to a reason 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. <\/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\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 <strong>the termination admissible.<\/strong> <\/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. <\/li>\n\n  <li><strong>Material requirement: the \u201cspecial case\u201d<\/strong><br>The authority will only grant its consent 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<\/ul>\n\n<h2>4. Special cases and procedural distinctions<\/h2>\n\n<p>In everyday business life, questions often arise about specific situations that require clear legal classification.<\/p>\n\n<ul>\n  <li><strong>Protection against dismissal during the probationary period:<\/strong> The protection provided by Section 17 of the Maternity Protection Act (MuSchG) applies without restriction from the first day of employment. The simplified termination option during the probationary period under Section 622 (3) 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. <\/li>\n  <li><strong>Termination agreement as an alternative:<\/strong> A termination agreement is not a unilateral termination and is therefore not covered by the prohibition in Section 17 MuSchG, but is subject to strict control.<\/li>\n  <li><strong>Resignation by the employee:<\/strong> The employee may 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\n<ul>\n  <li><strong>Invalidity of termination: <\/strong>A termination that is declared in violation of \u00a7 17 MuSchG without the required official approval is invalid ex lege.<\/li>\n  <li><strong>Obligation to take legal action and the three-week period: <\/strong>Even a null and void termination must be contested before the labor court within three weeks of receipt of the written termination (\u00a7 4 KSchG). If the employee misses this deadline, the termination is considered legally valid (\u00a7 7 KSchG). <\/li>\n<\/ul>\n\n<hr>\n\n<h3>Conclusion<\/h3>\n\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<\/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-bea9956 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"bea9956\" 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-18863cb\" data-id=\"18863cb\" 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-1a8888a elementor-widget elementor-widget-heading\" data-id=\"1a8888a\" 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-614f128 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"614f128\" 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-dafaa64\" data-id=\"dafaa64\" 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-c457ddd elementor-widget elementor-widget-text-editor\" data-id=\"c457ddd\" 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-payment-of-wages-employees\/\" 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-86e8ea3\" data-id=\"86e8ea3\" 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-dd1d36d elementor-widget elementor-widget-text-editor\" data-id=\"dd1d36d\" 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-2c5f70e\" data-id=\"2c5f70e\" 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-c571ef3 elementor-widget elementor-widget-text-editor\" data-id=\"c571ef3\" 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\/protection-against-dismissal-for-pregnant-employees\/\">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-71a6f9c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"71a6f9c\" 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-c1ccf75\" data-id=\"c1ccf75\" 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-6f0b2a0 elementor-widget elementor-widget-text-editor\" data-id=\"6f0b2a0\" 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\/protection-against-dismissal-for-pregnant-employees-2\/\">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-8f56736\" data-id=\"8f56736\" 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-07be9a9 elementor-widget elementor-widget-text-editor\" data-id=\"07be9a9\" 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\/employee-representation\/\">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-efbd9f6\" data-id=\"efbd9f6\" 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-c23f993 elementor-widget elementor-widget-text-editor\" data-id=\"c23f993\" 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\/employee-representation-employers\/\">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-38183","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38183","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=38183"}],"version-history":[{"count":4,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38183\/revisions"}],"predecessor-version":[{"id":38187,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38183\/revisions\/38187"}],"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=38183"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}