Two holding hands
Parent & Child
15.05.2025 Ifenna Ekezie 1273

Maternity protection in the event of miscarriage: a new path for affected women

From June 1, 2025, a significant change in the law will come into force that will significantly improve maternity protection for women who suffer a miscarriage.

Women who suffer a miscarriage from the 13th week of pregnancy are also entitled to maternity leave from June. The new regulations offer staggered periods of protection and financial support to give affected women the time they need to recover and raise awareness of the emotional and physical strain of miscarriage.

Text: Laura Rohsius, Parent & Child Consultant at pme Familienservice.

Maternity protection for miscarriages

New legal regulations on maternity protection in the event of a miscarriage

Until now, maternity protection only applied to miscarriages after the 24th week of pregnancy. From June 1, 2025, women who suffer a miscarriage from the 13th week of pregnancy will also be legally entitled to maternity protection.

The duration of maternity leave depends on the course of the pregnancy in the event of miscarriage and is staggered: 

  • from the 13th week up to two weeks maternity leave
  • from the 17th week up to six weeks maternity leave
  • from the 20th week up to eight weeks maternity leave

What is the significance of the new maternity protection regulations in the event of a miscarriage?

These new regulations on maternity protection in the event of a miscarriage close a previous gap in the Maternity Protection Act and recognize the physical and psychological stress associated with a miscarriage.  

The introduction of staggered protection periods is an important step towards giving affected women the time they need to recover. During the protection periods, employers are not allowed to employ the women concerned unless they expressly declare their willingness to work.  

Women are also entitled to maternity benefit during this period, which provides financial relief.  

These regulations should also help to raise awareness in the world of work of the emotional, physical and psychological challenges associated with miscarriages.  

Tips for employers: be sensitive when dealing with affected employees

1. respect privacy: Respect the boundaries of the employee concerned and give her control over the conversation. Think about which details really need to be asked.

2. safe framework: Encourage the employee to share their situation without putting pressure on them. Create a safe atmosphere in which emotions are okay and you allow time for stories and sympathy.

3 Avoid empty phrases: Phrases such as "It'll be okay" or "It had its reasons" can be hurtful. Instead, you can simply listen and show understanding.

4. inform about new regulations: Make sure that all employees are informed about the new maternity protection regulations so that they know what rights and support they are entitled to.

5. offer flexibility: Depending on the workplace, discuss the possibility of flexible working hours or working from home to make it easier for the women concerned to return to work.

6. provide resources: Provide information about counseling services (e.g., pme Familienservice) and support groups that can offer support. This shows that the company cares about the well-being of its employees.

Through these measures, HR staff can help affected employees to feel supported and understood, which not only promotes their recovery, but also improves the working atmosphere.

Maternity protection, child benefit & co.: the pme parent advice service

Our parent counselors support parents in all matters from pregnancy to the child's adulthood.  

Personal and confidential: We are there for you online, by phone and on site. You can find more information on the pme parent counseling page.   

 

WFurther information:

 

zero Working with Long Covid: a case study

Woman with long covid with mask
Body & Soul
10.11.2022 Christin Müller 13792

Working with Long Covid: a case study

Long Covid patients are on sick leave for up to 105 days on average. Company integration management helps employers to reintegrate affected employees back into the workplace after a long period of absence.

IT project manager: "I could no longer cope with my work physically and mentally"

Sandra Schulze*, 42 years old, IT specialist in a medium-sized company, is affected by Long Covid. A Covid disease with an initially moderate course in November 2021 changed her life abruptly. Tiredness, difficulty concentrating and muscle pain have been daily companions in her job and private life ever since.

The journey to the shops or to work became torture for her: loud voices, the bright lights in the subway, her constantly ringing phone, the exhausting video calls - the simplest tasks were exhausting and almost impossible to cope with. Her GP pulled the ripcord and put the project manager on sick leave.

A clear case for occupational integration management

After six weeks of incapacity for work, the employer offered her the company integration management program.

The BEM process is a legally binding standard procedure in accordance with SGB IX §167 , which serves to reintegrate employees after a long period of incapacity for work. It is carried out if a sick employee has been unable to work for at least six weeks in a row or in total within a 12-month period.

This is intended to support the return to work, prevent a renewed incapacity to work and maintain the job.

Christiane Weidemann, BEM consultant at pme Familienservice, has already managed several long Covid cases: 

"Around one in ten people who are infected with the coronavirus still have symptoms weeks later. The variety of symptoms makes it difficult for those affected and many doctors to recognize a long Covid illness. They may also feel ashamed and guilty towards the company or colleagues because they are no longer able to perform their work at 100%. It is therefore important to take those affected seriously."

How does the BEM process work in the company?

The BEM process is clearly structured: "First, we contact the person concerned and offer a non-binding consultation. In this meeting, we provide information on fundamental questions about the BEM, e.g. the legal basis and data protection, as the consultations are subject to confidentiality. Unless the person concerned agrees to the manager, the works council or other persons being involved," explains Christiane Weidemann. "After this initial information meeting, the employee is free to decide whether they want to take part in the BEM process. If they decline, the process is complete." 

Sandra Schulze opted for the BEM process and also decided to involve her manager directly. After an initial meeting with the BEM expert, she quickly realized that she was in good hands. "I felt understood by Ms. Weidemann right from the start. She took me and my concerns very seriously and immediately showed me various ways in which I could improve my health situation. She also helped me to find suitable doctors with Long Covid experience and to apply for rehab. We also discussed a suitable re-entry strategy with my employer. This strong support gave me a good feeling".

Re-entry with Long Covid step by step

After a good eight months, Sandra Schulze was finally able to return to work and gradually increase her working hours - thanks to lots of short breaks, a tandem project partner who relieved her of a lot of extra work, close coordination loops with her boss and a limited number of virtual meetings. She was also able to take advantage of various relaxation programs through her employer, which helped her to continue to strengthen her health after rehab. She still suffers from milder symptoms today: "I can only concentrate fully on my work for a few hours a day. I usually work from home, as the journey to the office is simply too strenuous for me on some days. Unfortunately, the headaches are still a daily companion, but they are much more manageable."

The support Sandra Schulze experienced from her employer is something she wishes other people with a similar fate could also enjoy.

*Name changed.

 

pme health: Effective BGM in blended learning format 

Organizational consulting, GBU Psyche, BEM: Our occupational health management (OHM) services are characterized by their holistic approach and individuality. From strategy development, needs analysis and implementation of measures through to evaluation, we establish, supplement and optimize companies' occupational health management portfolios in order to keep their employees healthy, productive and motivated. 

Personal support for employees based on a new holistic mind-body & soul approach is one of our key factors and goes hand in hand with our blended learning concept. We combine digital and live formats to promote physical activity, nutrition, stress prevention and mindfulness and make our knowledge available regardless of time and place. 

 

Portrait photo of Laura Rohsius

Laura Rohsius

Consultant Parent & Child, pme Familienservice

As a graduate in education and educational science, Laura Rohsius has in-depth specialist knowledge of all aspects of having children, becoming and being parents, as well as all colorful parenting and family topics. She is also well versed in child protection.