According to recent surveys, around three quarters of parents who are on Parental leave want to Return to work into professional life immediately after their parental leave. However, the organization of working hours, childcare, and a potential decline in qualifications are some of the problems that need to be solved in advance. Family and career – since these two terms should ideally not be a contradiction, you can read about the most important steps to consider below.
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Protection against dismissal for the duration of parental leave
Until the child's 2nd birthday, the person who is on Parental leave is protected against dismissal. Furthermore, the employee has, after the expiry of the Parental leave den Anspruch darauf, dass sie/er wieder unter denselben Arbeitsbedingungen arbeiten kann, wie zuvor.
Parental part-time work
Until the child’s 7th birthday, a parent has the right to parental part-time employment. It should be noted, however, that the employment relationship must already have lasted at least 3 years. In addition, at least 20 people must be employed at the office. Desired start, duration, extent, etc. must be proposed 3 months before the anticipated Return to work in writing. At the end of the parental part-time employment, the mother/father has the right to return to the working hours that were established before the part-time employment.
Special rule for civil servants
They can take up parental part-time employment without the above-mentioned requirements. The employment relationship therefore does not need to have lasted 3 years, and the rule that at least 20 people are employed is also irrelevant. Furthermore: during the period in which one receives the childcare allowance, it is possible to reduce working hours arbitrarily. Afterwards, working time can be reduced to at most 50 percent of full-time employment.
Marginal employment during parental leave
It should be taken into account that there is no legal entitlement to be employed on a marginal basis by one’s employer during the Parental leave marginally by one’s employer. If the respective employer accedes to the parent’s request, a separate employment contract must be drawn up; the childcare allowance is still received.
For a maximum of 13 weeks a year you may also take on employment that exceeds the marginal earnings threshold.
Stay in contact even before returning to work
Have important events at the company communicated to you during parental leave. Subscribe to an employee or company newspaper, etc. This increases job security and ensures you are always up to date regarding restructurings, problems and similar matters.
Additional earnings limit
The Return to work after the parental leave does not necessarily mean that you have to give up the childcare benefit – however, additional earnings must not exceed 14.600,- Euro per calendar year.
Vacation entitlement and special payments after returning to work
From Return to work bis zum Auslaufen des Urlaubsjahres you have pro rata vacation entitlement. Holiday and Christmas pay are also paid on a pro rata basis.
In any case, you should also keep these tips in mind: Be clear about whether your qualifications still meet your employer's expectations. Do you, for example, need further training? Think about your wishes and expectations in good time and, in that regard, get in touch with the relevant people as early as possible. Then nothing should stand in the way of a successful Return to work after the Parental leave certainly nothing stands in the way.
