GermanyCan I be fired during pregnancy?
No — German law prohibits dismissal from the start of pregnancy until at least four months after childbirth, provided the employer knows or is notified of the pregnancy or birth within two weeks of termination.
What the Law Says
German law provides strong job protection for pregnant employees and new mothers through the Maternity Protection Act (Mutterschutzgesetz, MuSchG). The core rule is a strict prohibition on dismissal during key periods — but with narrow, legally defined exceptions.
The dismissal ban applies automatically if your employer knows — or is informed within two weeks of receiving your termination notice — that you are pregnant, have had a miscarriage after week 12 of pregnancy, or have recently given birth.
Protection begins as soon as pregnancy starts and lasts until at least four months after childbirth. If you experience a miscarriage after the 12th week of pregnancy, protection extends for four months from that event. The law also covers women working in home-based jobs (Heimarbeit) and those legally treated the same.
Even preparatory steps by the employer — like drafting a termination letter or scheduling a dismissal meeting — are prohibited during this period.
Statutory TextDie Kündigung gegenüber einer Frau ist unzulässig während ihrer Schwangerschaft, bis zum Ablauf von vier Monaten nach einer Fehlgeburt nach der zwölften Schwangerschaftswoche und bis zum Ende ihrer Schutzfrist nach der Entbindung, mindestens jedoch bis zum Ablauf von vier Monaten nach der Entbindung, wenn dem Arbeitgeber zum Zeitpunkt der Kündigung die Schwangerschaft, die Fehlgeburt nach der zwölften Schwangerschaftswoche oder die Entbindung bekannt ist oder wenn sie ihm innerhalb von zwei Wochen nach Zugang der Kündigung mitgeteilt wird.
— MuSchG § 17 (1) — Maternity Protection Act
What to Do
Tell your employer about your pregnancy or recent childbirth in writing — ideally as early as possible, but no later than two weeks after receiving any termination notice.
Keep proof of notification (e.g., email receipt, registered mail confirmation).
If you receive a termination notice during protected time, do not sign anything — consult a labor lawyer or works council immediately.
If your employer claims an exception (e.g., based on serious misconduct unrelated to pregnancy), they must obtain prior written approval from the state labor authority — and still provide written justification.
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JapanNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: June 2026.