The Labor Code of the Russian Federation provides increased protection for pregnant women, establishing a number of obligations and restrictions for their employers. Such employees are transferred to light work, are provided with maternity leave, childcare, are not sent on business trips and have a number of other advantages.
Pregnant women in an employment relationship need special protection from authorized government agencies. That is why the Labor Code of the Russian Federation provides for a number of obligations for employers, guarantees for the employees themselves during their pregnancy. So, organizations are obliged to transfer pregnant women to light work, which should be allowed to them in accordance with a medical certificate. If there is no such job in the company, then the employer must release the woman from her duties until the corresponding vacancy appears. The obligation to pay wages remains with this exemption.
Guarantees for pregnant women when granting leave
Pregnant women are entitled to use maternity leave, which, as a general rule, is seventy calendar days before childbirth and seventy after childbirth. Subsequently, a woman has the right to use parental leave, during which the employer is obliged to keep her place of work. Such employees also have additional benefits when using regular annual leave. Thus, a pregnant woman can use her annual leave before or immediately after maternity leave. At the same time, the length of service in the company and the previously approved schedule have no legal significance, since the employer is obliged to provide such leave on the basis of a written application.
Other guarantees for pregnant women
In addition to these benefits, pregnant women get the opportunity to use certain guarantees in other cases typical of labor relations. So, these employees cannot be sent on business trips, and employers are prohibited from engaging them in overtime work, asking them to work on weekends or holidays. One of the most important restrictions is the complete prohibition on terminating employment contracts with pregnant women. The only exception is the liquidation of a company or the termination of activities by an individual entrepreneur who employs a woman. If such an employee performs work duties under a fixed-term agreement, the period of which expires during pregnancy, then the employer is obliged to extend this agreement until the end of the pregnancy.
