Employees of the University of Siegen can apply for leave of absence (e.g. after exhausting their parental leave) to care for a child under the age of 18 or to care for a relative in need of care without continued payment of remuneration, provided there are no compelling official interests to the contrary.

• Employees in technology and administration (§28 TV-L)
  At the University of Siegen, a leave of absence in accordance with §28 TV-L is possible for a maximum of five years, as a replacement can only be hired for a maximum of this period. For effective flexibility, it is advisable to apply for shorter periods, as an early return from leave of absence is not possible.
  The application is made informally, stating the reason for the desired leave of absence, via the supervisor to the Human Resources Department.
• Civil servantsin the public sector (§64 LBG NRW)
  Civil servants also have the option of taking leave of absence without pay. The leave of absence may not exceed a total duration of 15 years.
  The application is submitted informally to the Human Resources Department, stating the reason for the desired leave of absence, via the supervisor.
• Permanent academic employees (§28 TV-L)
  At the University of Siegen, a leave of absence in accordance with §28 TV-L is possible for a maximum of five years, as a replacement can only be hired for a maximum of this period. For effective flexibility, it is advisable to apply for shorter periods, as an early return from leave of absence is not possible.
  The application is made informally, stating the reason for the desired leave of absence, via the supervisor to the Human Resources Department.
• Note for academic employees on fixed-term contracts (fixed-term contracts pursuant to Section 2 (1) WissZeitVG)
  For academic employees on fixed-term contracts pursuant to Section 2 (1) WissZeitVG, the contract term is extended by the duration of the leave of absence without pay, provided the employee agrees to this, but for no longer than two years.

As described at the beginning, taking time off and returning to work should be carefully planned in order to create the greatest possible security for both the employee and the employer and thus ensure a good work-life balance.
The process of returning to work can be divided into three phases. In each phase, it is important to be sensitive to the current concerns of the employee and the employer.
Before taking time off for family reasons, it is important to create expectations and planning security together. During the time off,the employer and employee shouldremain in contact with a view to a good return to work and particular attention should be paid to maintaining the employee's qualifications. A suitable working model should be developed for the phase after the time-out that takes everyone's needs into account and supports reintegration into everyday working life.

The person responsible for you in the Human Resources Department is responsible for processing applications for leave of absence.

Dept. 4.2, responsible for civil servants and professors

Dept. 4.3, responsible for academic staff, assistants, lecturers

Dept. 4.4, responsible for technical and administrative staff and trainees

If you need advice, you can contact the Family Service Office and/or the relevant staff council:

Staff council for academic staff

Council for Technical and Administrative Staff

The University of Siegen's brochure "Leave of absence and re-entry" provides helpful information and deadlines on this relevant compatibility topic. It also offers valuable checklists for planning discussions between employees and their supervisors.