Fixed-term employment contract and pregnancy

There are no problems when a pregnant woman goes on maternity leave from the main place of work , on which she works on a permanent basis and has a record in the work book. But what if a woman works on a fixed-term employment contract and finds out about pregnancy, when the term of her contract is coming to an end. Are they entitled to dismiss her? And what should be done in this case?

Actions of a pregnant woman working on a fixed-term employment contract

According to the Labor Code, both in Russia and in Ukraine, the position on this issue is the same: a woman in the position is required to extend the term of the contract to the most childbirth, based on a written statement by the employee. Having received such a document, the employer is obliged to extend the term. In this case, a woman must still provide a certificate confirming her pregnancy, but not more than three times a month. However, the contract is not required to extend the contract after childbirth. In this case, the allowance for pregnancy and childbirth is preserved, and to receive payment for the care of the child, it is necessary to formalize a new employment contract.

And if a woman found out about pregnancy, and the existing employment contract was for a period of temporary absence of a full-time employee, the legislation allows to dismiss a pregnant woman at the end, when there is no possibility to transfer it to another workplace.

Dismissal of a pregnant woman is prohibited in the event that the fixed-term employment contract is not yet over, i.е. on personal initiatives unilaterally, except for cases of liquidation of the enterprise or cessation of activity of emergency. But in most cases, employers try to solve everything in a mutually beneficial way and are loyal to pregnant women.

Such a tandem as a temporary labor contract and pregnancy should not scare a woman, most importantly, know her rights and feel free to use them in defense of personal interests.