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Light labor of pregnant women. What labor benefits are there? What rights and responsibilities do pregnant women have?

Pregnant women enjoy increased protection in their relationships with employers. One of the practical manifestations of such protection is the obligation of the organization to transfer such a woman to light work at her first written statement. If there is no easy work in the company, then the employee will have to be suspended for the entire time until a suitable job appears, and the employer will be obliged to pay her average earnings for the period of suspension. The main difficulty in transferring a woman to light work is to determine the conditions for such work.

What is contraindicated in pregnant women?

General restrictions on the use of the labor of pregnant women are enshrined in SanPiN 2.2.0.555-96, which were approved in 1996. In addition, additional restrictions may be contained in the medical report of a pregnant woman, which a specialized specialist makes, taking into account the peculiarities of the course of pregnancy. So, pregnant women should not perform labor operations associated with the need to lift objects above the level of the shoulder girdle, lifting objects from the floor. It is not allowed for such employees to perform work associated with tension in the muscles of the legs, abdominal muscles. The organization should take into account the maximum standards of working operations per unit of time, the maximum standards of the cargo lifted and moved by a pregnant employee. These standards are approved by the document indicated above, and their non-compliance is considered a serious violation of the current legislation.

What to do if the work performed meets all the requirements?

If the specialized specialists of the organization checked the working conditions of a pregnant woman and found that they meet all the requirements for light labor, then, at her request, the production rates or service rates should be reduced. Such a decrease means that a woman will do less work in the same period of time, but the employer is not entitled to reduce her wages or take any disciplinary action in connection with these circumstances. Moreover, the transfer to light work or the reduction of the relevant standards must be formalized by the appropriate order of the head of the company, and the regulatory authorities, during any inspection, may require this document, inspect the working conditions of a pregnant employee.

There is no specific explanation for the term “light activity” in the normative legislative documents. This term implies the likelihood of a worker's transfer to another job in accordance with more convenient circumstances for him to fulfill his statutory obligations.

The reason for such a transition may be industrial injuries, an operation performed, pregnancy, a serious illness, the presence of a child up to one and a half years in the family. If the boss evades doing this under these conditions, this is a direct violation of the law.

Light labor for health reasons is indicated for people with disabilities

If an employee who, in accordance with a medical certificate, needs to be temporarily transferred to another job for up to four months, refuses to transfer or the employer does not have a corresponding job, then the employer is obliged to suspend the employee from work for the entire period specified in the medical certificate, preserving the place of work ( ).

During the period of suspension from work, the employee's wages are not charged, with the exception of cases provided for by this Code, other federal laws, agreements, labor contracts.

If, in accordance with the medical opinion, the employee needs a temporary transfer to another job for a period of more than four months or a permanent transfer, then if he refuses to transfer or if the employer does not have an appropriate job, the employment contract is terminated in accordance with paragraph 8 of the first part of Article 77 of this Code. ...

An employment contract with the heads of organizations (branches, representative offices or other separate structural divisions), their deputies and chief accountants who, in accordance with a medical certificate, need a temporary or permanent transfer to another job, if the transfer is refused or the employer does not have the appropriate work, it is terminated in in accordance with paragraph 8 of the first part of Article 77 of this Code.

The employer has the right, with the written consent of these employees, not to terminate the employment contract with them, but to suspend them from work for a period determined by agreement of the parties. During the period of suspension from work, the wages of these employees are not charged, except for the cases provided for by this Code, other federal laws, collective agreements, labor contracts.

Cases of transition to lighter working conditions for medical reasons

Transfer to light labor - for pregnant women

The transition of a worker to a lighter activity on medical grounds implies that he will be able to fulfill his statutory obligations without doing what is not recommended by a doctor in his state of health.

A similar procedure takes place with the obligatory written consent of the worker in accordance with article 73 of the Labor Code. Such an opportunity is extremely significant for workers in working specialties, workers in workshops or factories, drivers, etc.

The transfer of the worker on the basis of health status is granted to employees who are not able to fulfill their statutory obligations at the current place of work for the following reasons:

  • The presence of operations of a certain type.
  • Diseases of a certain type.
  • The presence of bodily injury and mutilation.
  • The presence of bodily injury and mutilation that were received directly at work.

For example, a worker in a production facility underwent surgery on the spine. He has the right to turn to the management with a request to transfer to another job, where there will be no adverse effect on his back. Or, an employee with a leg injury may be temporarily assigned to a position that will make it possible not to use this part of the body, etc.

Often the reason for switching to another type of work is the woman's pregnancy. There is a specialized list of rules fixing the established permissible working conditions for this group of workers.

To switch to light work, you need to provide a medical certificate

  1. Low lighting.
  2. Pulverization of chemicals.
  3. Physical efforts (lifting heavy objects, standing for a long period, prolonged sitting in an uncomfortable position, etc.).
  4. The presence of emotional stress and nervous tension.
  5. The need for multiple business trips. The management has the right to send the employee in such a position only with her consent.
  6. Fulfillment of statutory obligations at night or after hours, etc.

The employer has the right to engage employees with disabilities in work after hours, on holidays or weekends only with their approval and if it is impossible to cause damage to their health.

In particular, this group of employees has grounds for at least 30 calendar days, which is paid, or unpaid leave of at least 60 days.

Required package of documents

For the transition of a worker to a lighter type of work, you need to prepare the following package of documents:

  1. Medical certificate. The worker is obliged to provide it to the employer, and it is the basis for his transfer to an easier area of ​​work due to pregnancy, guided by the Labor Code of the Russian Federation (the conclusion of a gynecologist with a prescribed period of pregnancy).
  2. Written appeal of the worker, in which he confirms his desire to change the conditions of activity.
  3. An additional agreement to the employment contract, in the body of which the updated conditions for the fulfillment of statutory obligations and the period of such a transition are prescribed.
  4. Order of a standardized form on the transfer of the worker to another activity.
  5. Making an entry in and a personal card.

Procedure for making the transition

The employer must oblige to go "to meet" the employee in need of easy working conditions

How to make the transfer of a worker to lighter conditions of activity, guided by his state of health? When performing such a transfer of an employee, it is necessary to take into account the following points fixed by law:

  • During the period when the management of the enterprise makes a decision on the transfer of an employee to another position on the basis of a medical diagnosis, the employer is obliged to keep the average salary for the worker. The employee during this period, on the basis of the law, may not fulfill the previous obligations that are contraindicated for him based on his state of health.
  • In a situation with a woman who is carrying a child, the change in the type of activity will take place before the end of the pregnancy. For such an employee, the employer undertakes to maintain the average salary that she received in the previous position for the entire specified period.
  • When a worker transfers to a position with a lower salary on the basis of a medical diagnosis, the employer undertakes to keep the average salary of his previous job for 1 month.
  • If the reason for changing the activity to a lighter one is an injury received at work or the appearance of an occupational disease, then the employer undertakes to keep his average salary until the stage of establishing an uncompromising loss of professional fitness or until final recovery.
  • If a worker needs to change the type of activity for up to 4 months, but at the same time rejects the options provided or the management of the enterprise does not have options for its arrangement, then his current position is held for him without pay until he returns to the workplace.
  • If the worker needs to change the type of activity for a period of more than 4 months, but rejects the options offered to him or the management of the enterprise does not have options for his arrangement, then the employment contract with him ceases to be valid. The worker in this case is obliged to receive severance pay upon dismissal, which is approximately equal to the average salary for 2 working weeks.
  • At the end of the period for transition to lighter conditions of activity specified in the supplementary agreement to the employment contract, the worker undertakes to start fulfilling the previous statutory obligations.
  • If the period of transition to lighter conditions of activity fixed in the additional agreement has ended, and the worker fulfills the statutory obligations at the previous place of work and does not protest about this, then the period fixed in the agreement becomes invalid and the transition to a new position becomes permanent.

Based on the foregoing, the presence of an appropriate medical diagnosis makes it possible for several groups of workers to change their activities to an easier one. For such a transition, it is necessary to collect a certain

A pregnant woman needs to reduce production or service rates or transfer her to another job that excludes the impact of unfavorable production factors, while maintaining the average earnings from her previous job (part 1 of article 254 of the Labor Code of the Russian Federation).

At the same time, the employer can transfer a pregnant woman to another job only at her request, which the employee expresses in the application, and on the basis of a medical opinion on the need to transfer to light work. Accordingly, if the employee does not submit these documents, the employer will not be obliged to translate her.

In addition, a medical report may limit the length of daily work for a pregnant woman. The employer must take these restrictions into account when changing the work schedule of a pregnant worker.

If the employee refuses a temporary transfer or the employer does not have a suitable job for her, the employee must be released from work while maintaining the average earnings for all work days missed as a result, at the expense of the employer (part 2 of article 254 of the Labor Code of the Russian Federation).

In addition, during pregnancy, a woman can work part-time if she submits a pregnancy certificate and a corresponding statement to the employer (part 2 of article 93 of the Labor Code of the Russian Federation).

PROCEDURE FOR REGISTRATION OF TRANSFER TO EASY LABOR

1. Obtain a medical certificate from a pregnant worker, which contains prohibitions or restrictions related to work at her previous job.

It is also necessary that she wrote an application asking for a transfer to another job.

Part 1 of Art. 254 of the Labor Code of the Russian Federation, a medical report is mentioned, but instead, an employee can submit a certificate.

The procedure for issuing certificates and medical reports by medical organizations was approved by Order of the Ministry of Health and Social Development of Russia dated 02.05.2012 No. 441n. Medical certificates and medical reports are issued in free form. The certificate is signed by the attending physician, certified by the personal seal of a specialist physician. The medical report is signed by the medical specialists participating in its issuance, the head of the medical organization, certified by the personal seals of the medical specialists and the seal of the medical organization, in the imprint of which the full name of the medical organization must be identified in accordance with its charter.

If the medical certificate has all the signs of a medical report (in particular, a signature), the employer has no right not to accept such a document just because of the name "certificate". If the certificate does not have the character of a medical certificate, and the employer does not accept it for this reason, the employee has the right to apply to the employer again, submitting a medical certificate, drawn up in a proper manner.

2. Offer a pregnant worker in writing a job or a list of jobs (vacancies) that are not contraindicated for her for health reasons. In the proposal form, we recommend that you provide free lines, in one of which the employee can indicate whether she agrees to transfer (to which position) or refuses all vacancies (example 2).

When deciding what kind of work a pregnant worker can do, the organization should be guided by:

Section 4 of SanPiN 2.2.0.555-96 "Hygienic requirements for working conditions of women" (approved by the Resolution of the State Committee for Sanitary and Epidemiological Supervision of Russia dated 28.10.1996 No. 32).

3. If a pregnant employee agrees to a temporary transfer, it is necessary to conclude an additional agreement with her to the employment contract (Articles 72, 72.1 of the Labor Code of the Russian Federation).

In the supplementary agreement to the employment contract, it is necessary, in particular, to indicate:

The position to which the pregnant worker is transferred;

Structural subdivision - department, service, management, department (if there are structural subdivisions);

New salary (official salary);

The term of the temporary transfer is until the employee is granted maternity leave in accordance with the established procedure.

Since the supplementary agreement to the employment contract is an integral part of this contract, it is usually drawn up by analogy with it: it is signed by both parties to the employment contract, in duplicate (example 3). The employee signs on the copy of the employer that he received a second copy of the supplementary agreement.

4. Issue an order for the temporary transfer of a pregnant worker to another job.

An order for the temporary transfer of an employee can be issued according to the unified form No. T-5 (approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1) or according to a form independently developed and approved by the employer.

In the line "Basis" of the order, you must indicate the numbers and dates of the application, additional agreement and medical report on pregnancy.

The order must be presented to the employee against signature (example 4).

Note that a record of a temporary transfer to another job is not entered in the employee's work book, since only records of a transfer to another permanent job are made there.

Accordingly, an entry on the temporary transfer is not made in the employee's personal card.

SAVING AVERAGE EARNINGS DURING TRANSFER

When a pregnant woman is transferred to a job that excludes the impact of unfavorable production factors, including a lower-paid job (position), she retains the average earnings from her previous job (position) for the entire period of such transfer.

From the norms of Part 1 of Art. 254 of the Labor Code of the Russian Federation it follows that:

If the salary for the new position is lower than the average salary for the previous job, the salary for a pregnant woman is set equal to her average salary for the previous job;

If the salary for the new position is higher than the average salary for the previous job, the salary for the new position is set;

If the salary for the new position is equal to the average salary for the previous job, the salary for the work performed is set.

The new wage is indicated in the supplementary agreement to the employment contract and in the order for the transfer of the employee.

As we have already said, if a pregnant employee refuses a temporary transfer or the employer does not have a suitable job, then she must be released from work - also with the preservation of the average earnings for all work days missed as a result, at the expense of the employer.

The legislation establishes the possibility of maintaining the health of the expectant mother and baby through labor protection. It consists in creating special working conditions for a pregnant woman, which will contribute to the harmonious, healthy intrauterine development of the fetus. The Labor Code secures for the expectant mother not only the right to easy labor during pregnancy, but also certain financial guarantees, as well as preservation of the place of work.

Today, a woman often does not inform her employer about the onset of pregnancy, for fear of losing her job. But the conditions in which she works can be unfavorable for the development of the fetus and damage its health. Therefore, every woman should understand what easy work during pregnancy is, how is it paid and what to do if the employer does not provide for such conditions?

The Labor Code does not clearly define “easy labor during pregnancy”. But the obligation of the employer, in the presence of a medical certificate, to reduce production rates or transfer a woman to an easier job, excluding the influence of harmful production factors, is legally enshrined. At the same time, the average earnings of the employee should remain.

Light work implies a professional activity that requires less physical effort and does not adversely affect the development of the fetus.

A pregnant woman should not perform work related to:

A woman can use her legal right to transfer to light work only after providing the employer with a medical certificate. Without this certificate, the employer is not obliged to change the working conditions.

Rights and obligations

The main duty of the employer is to transfer the pregnant employee to light work when she provides a medical certificate. If the employer cannot immediately provide a pregnant woman with suitable working conditions, and he needs time to resolve this issue, then she is released from work for this period, and the employer pays for all the days the employee is absent from work.

A pregnant woman is entitled to full annual paid leave. At the same time, it does not matter at all how long the woman worked at the enterprise. Such leave is granted at the request of the employee either before maternity leave, or immediately after it.

It is the employer's duty to comply with sanitary standards at the workplace of a pregnant woman. In addition, the legislation guarantees its preservation for the woman in the position. The employer cannot terminate the employment relationship with her on his own initiative. If the term of the employment contract has come to an end, then at the request of the employee, the employer is obliged to renew the agreement.

Conditions

The work of a pregnant woman, regardless of the area in which she works, must meet the conditions specified by legislation. So, in industry, if the activity is related to assembly, sorting, packaging, operations must be automated. In this case, the employer is obliged to take care of sufficient lighting in the room to exclude eye strain. Light labor during pregnancy should completely eliminate the increased emotional stress.

A pregnant woman should not work in a draft, in conditions of wet clothes and shoes, with sudden changes in pressure. It should be free from harmful chemicals, aerosols, vibration and ultrasound. A woman during pregnancy is strictly prohibited from engaging in activities related to pathogens.

The employer is obliged to provide such working conditions that will exclude the need for the employee during pregnancy to stay constantly in the same position (constantly sitting or constantly walking is prohibited). Also, work cannot be performed in a squatting position, kneeling, bent over or with an emphasis on the stomach or chest.

The professional duties of a pregnant employee cannot be associated with lifting objects from the floor, above shoulder level, or with tension of the abdominal muscles. A woman in position can lift weights (no more than 2.5 kg) no more than 2 times per hour. If such a frequency cannot be observed due to technological conditions, then the weight is halved. But within an hour, the total weight can be no more than 6 kg. In general, the weight of the load per shift should not exceed 48 kg.

When performing piecework, the production rate is reduced by 40%. At the same time, the remuneration for light labor during pregnancy is not reduced. If a woman works in agriculture, then during pregnancy she is released from work related to animal husbandry and crop production. Moreover, this is valid from the first day of pregnancy confirmation.

Working conditions in the office imply a woman's right not to work with computers. If this is not possible, then the working time should be reduced to 3 hours a day. For a woman, there is a fluted footrest and a chair that meets special parameters: rotating, with a headrest, armrests and a high back that must be adjustable in height.

Features of labor of pregnant women

The peculiarities of the work of a pregnant woman include:

  • The right to switch to light work with a medical certificate.
  • The right to refuse to work at the computer.
  • Ability to switch to a part-time work week. Payment is made in proportion to the time worked; the work schedule does not affect the duration of the vacation.
  • The right to receive payment for the days of forced absenteeism if the employer cannot immediately provide it with the proper working conditions.
  • Obtaining a full vacation, regardless of the length of service at the enterprise.
  • The right to refuse business trips, not work night shifts, not work overtime, on weekends and holidays.

A pregnant woman cannot be dismissed at the initiative of the employer, even if, when hiring, the woman did not inform him of her situation. If the employee was accepted for a certain period, but the employment contract has ended, it is enough for her to write an application for the extension of the agreement and attach a medical certificate confirming the pregnancy. And only after the end of pregnancy, the employer can fire the employee within a week, with whom the term of the employment contract has expired.

But the dismissal of a pregnant woman can be legal in the only case: if an employment contract with her was concluded for the period of performing the duties of an employee who is temporarily absent from work. The employer is obliged to offer the woman all available vacancies suitable for her. And only in the absence of those, she can be fired.

Terms of payment

As soon as a woman presents a medical report on the need for her to perform easier work, the employer is obliged to exclude such conditions that may adversely affect her health and development of the fetus. When transferring to another job, the salary may differ and not always in a favorable direction for the employee. Light labor during pregnancy has features of payment.

The employer should proceed as follows:

  • if the salary established by the staffing table at the new job is lower than the previous one, then the difference is set as a bonus and the full salary is paid;
  • if the salary is higher at the new job, then the new salary is paid;
  • if the employee remains at her previous job, but the workload decreases, then earnings are paid at an amount not lower than the average for the previous period.

Also, a pregnant woman may wish to work part-time or for a week. This right is secured to her by law. In this case, the employer is obliged to pay for her work in proportion to the hours worked. All losses of the employer associated with the remuneration of pregnant women are borne by him. In this case, the FSS does not reimburse any costs.

If the working conditions of a pregnant woman provide for restrictions on the working posture, drafts, soaking clothes and shoes, changes in atmospheric pressure, low light, elevated temperatures at the workplace (more than 35 degrees), or if it is necessary to walk more than 2 km per shift, she has the right to transfer to easier work.

The first step of a pregnant woman in this direction should be to contact the antenatal clinic to her attending physician, who, at her request, is obliged to issue her a medical report on the need to transfer to light labor. After that, the employee provides the employer with an opinion and a statement with a request to perform the translation.

At the same time, it should be understood that there is no need to negotiate with the employer. Transferring a pregnant woman to light labor with a medical certificate is not a gesture of goodwill, but the duty of the employer.

In the case when the employer claims that easy work is impossible at this workplace, and invites the employee to resign of her own free will, his actions are illegal. According to the code, if the employer cannot provide a pregnant employee with adequate working conditions, she has the right to be absent from the workplace. At the same time, the employer pays for all the time missed by the woman for this reason, based on the average earnings.

If the employer refuses to provide easier working conditions and does not want to pay for the absence of the pregnant woman from work, the employee can defend her rights in court. A woman has the right to refuse to perform work if it threatens her health, and it is necessary to notify the employer in writing. After that, you should go to court.

The reality is that the employer is unlikely to be delighted with the pregnancy of the employee, and even more so with the obligation to provide her with more comfortable working conditions. It will be even more difficult for him to get used to the idea that if he refuses to transfer a pregnant worker to light work, she has the right not to go to work, and the employer will have to pay her an average wage. The main thing in this situation is to know your rights. A medical certificate and a labor code will help a woman defend them. The court will always take her side, since maintaining the health of the expectant mother and baby is a national task.

Useful video about the peculiarities of the work of pregnant women

Replies

For pregnant women, the Labor Code establishes additional social guarantees. They consist, first of all, in the possibility of removing the expectant mother from harmful and dangerous working conditions, transferring her to light work. At the same time, the employer does not have the right to fire an employee who proves the fact of pregnancy with an appropriate certificate.

Article of the law

In some cases, during pregnancy, a woman is advised to switch to light work. This concept implies a reduction in production rates, exclusion of the impact of unfavorable production factors, etc. Transfer to lighter work is carried out within the framework of Article 254 of the Labor Code.

  • on night shifts;
  • weekend;
  • non-working holidays;
  • overtime;
  • on business trips.

Labor legislation obliges the employer to pay for the work of a pregnant woman transferred to other working conditions at the average wage that is due to her in the same place.

Easy labor for pregnant women according to the Labor Code of the Russian Federation

There are a number of jobs where it can be not only dangerous for a woman in a position to work, but also difficult. In particular, points related to:

  • lifting weights;
  • work on the conveyor;
  • work associated with emotional stress;
  • work with harmful, poisonous substances, etc.

The indicators of these impacts can be clarified in the acts of a special assessment of the workplace. Therefore, the first thing an employer should do is to determine if the work being done is harmful to a pregnant woman and her baby. When establishing the class of working conditions 3.1 and up we can talk about the presence of harmful factors and the need to transfer the employee to light work.

In the field of trade and medicine

This rule applies to an employer in any field of activity. But there are jobs that cannot be called difficult and harmful to health, but a woman in a position claims to work differently. This may apply to the sphere of trade in household chemicals and medical workers, whose work is associated with laboratory research using chemicals, as well as antiseptic solutions.

In this case, it is recommended to accurately describe their job responsibilities to the doctor of the antenatal clinic when issuing a certificate of transfer to light work. If the certificate is drawn up correctly, the employer will be obliged to reconsider the place of work and provide favorable conditions.

The doctor must indicate in the certificate which negative factors should be excluded.

In the field of education

As for the teaching staff, their work is directly related to the psychological stress, which should also be avoided by a pregnant woman. Therefore, when applying with an application and a certificate from a medical institution, she can count on a reduction in teaching hours.

In banks

The question of the impact of office equipment on the body of a pregnant woman remains controversial. Therefore, employees of banks and other institutions, where the main work is related to the processing of information on a computer and printing on a printer, can apply for other activities at the discretion of the management. It is rather difficult to determine the harmful effect, it can only be proved on the basis of a special assessment. Today, modern technology and monitors practically exclude a negative effect on the human body.

In this case, the doctor in the certificate may indicate recommendations to reduce the time spent working with office equipment to three hours a day. The rest of the time, a pregnant woman can do other work at the direction of the employer.

Certificate for easy labor during pregnancy

At the request of the employee and the certificate provided by the medical institution, the employer is obliged to transfer her to the area of ​​work where the impact of negative factors will be excluded, and the load on the body of the expectant mother will be reduced.


How long is it issued?

The question often arises as to how long a woman can apply for a change in working conditions. The legislation on this matter does not give clear instructions, giving the right to recommend transfer to light labor to a medical worker who is observing the expectant mother.

It follows that a woman at any stage of pregnancy can turn to a gynecologist with a request to issue a medical opinion on transferring to light labor. In this case, the doctor must correlate the norms of work at the moment, the comfort of the conditions, as well as the presence of harmful factors. Only on the basis of the presence in a particular case of difficulties for pregnancy is the issue of issuing an appropriate certificate decided.

Where can you get it during pregnancy?

A certificate is issued only by a gynecologist conducting a woman's pregnancy. Therefore, to obtain it, you should contact the antenatal clinic to your doctor. The medical report must be certified by his signature, the signature of the head and the seal of the medical institution.

The antenatal clinic doctor can refuse to issue a certificate only if there are good reasons. In this case, the pregnant woman has the right to clarify the reasons for the refusal, ask for clarification from the head of the institution, and then to the higher authorities.

How to arrange a transfer of a pregnant woman to another job?

A prerequisite for transferring the expectant mother to light work is the provision of two documents by her:

  • the conclusion of the doctor of the antenatal clinic, where she is observed during pregnancy;
  • application for transfer to light labor -.

In a conflict situation when the employer does not want to pay the required salary, then use a statement of this sample -.

Based on them, the employer decides to reduce the rate of production, service or transfer to another job that is easy. This is done on the basis of Part 1 of Article 254 of the Labor Code.


In case of a positive decision, an order is drawn up for the organization on a temporary transfer and an additional agreement to the employment contract is concluded with the employee. It sets out new working conditions. A pregnant employee must be familiarized with these documents against signature.

The application is mandatory, since on its basis all the manipulations of the transfer are made by the employer. He does not have the right to unilaterally change the working conditions, therefore, the statement serves as proof that they have been changed at the initiative of the employee.

How is translation work paid?

When using production and service rates, they are reduced by 40%. It is also possible to transfer a pregnant woman to a part-time job, but in this case, payment will be made in proportion to the hours worked.

Even after transferring to light work, the employer is obliged to keep her average earnings, which were used at the previous workplace. If it is impossible to immediately find a suitable job, a pregnant woman does not have the right to oblige to carry out activities in the same conditions. At the same time, she does not lose earnings for the days that she is forced to be removed. The employer is obliged at his own expense to provide the necessary payments for them at the average salary.

As soon as a suitable job appears for a pregnant woman, according to the doctor's recommendations, she will be invited and continue to carry out labor functions in the new conditions.

When does the light labor period end?

The end of the time for providing light working conditions coincides with the exit of the employee on sick leave for pregnancy and childbirth. At the same time, she has the right to go on another vacation before its onset. Labor Code in Art. 122 and 260 makes it possible to take another paid vacation in full.

The vacation schedule drawn up by the organization does not apply to the woman in this case.

This means that she can take all 28 calendar days before the onset of the sick leave.

It is impossible by law to fire a pregnant woman. The only exception is the case when she was temporarily hired to replace the main employee, and this employee intends to start work again. But then the pregnant woman must be offered all available vacancies in the organization. If there are none, the contract is terminated.