Information for academic staff
Extension due to maternity protection periods and parental leave in accordance with the BEEG (Act on Parental Allowance and Parental Leave)
If an employee with a fixed-term employment contract in accordance with Section 2 (1) of the Wissenschaftszeitvertragsgesetz (WissZeitVG) takes parental leave, the contract is extended by these periods (to the extent that employment has not taken place). The same applies to periods of employment prohibition under the Maternity Protection Act. The extension is quasi automatic. This means that it is not necessary to conclude a new employment contract, but the original contract is extended. However, a prerequisite for the extension is that the employee declares their consent to the University of Siegen.
This declaration should be made as early as possible and in writing.
Family policy component of the Academic Fixed-Term Contract Act (WissZeitVG)
Irrespective of the automatic extension due to maternity protection periods or the use of parental leave in accordance with the BEEG, the WissZeitVG offers a family policy extension option. In the case of fixed-term contracts in accordance with Section 2 (1) WissZeitVG, the total permissible fixed-term period is extended by two years per child if one or more children under the age of 18 are being cared for. This regulation applies to both parents. There is no legal entitlement to an extension within the framework of the family policy component. The consent of both the employer and the employee is required.
Temporary employment with third-party funding
In the case of third-party funded fixed-term contracts, there is no automatic extension due to maternity protection periods and/or parental leave under the BEEG, nor can the family policy component of the WissZeitVG apply. In some cases, third-party funding providers offer support here, e.g. DFG-funded projects.
Regulations for junior professorships
As a junior professor, you have various options for extending your fixed-term civil servant contract in accordance with the NRW Civil Service Act. Family reasons include parental leave and maternity leave, the birth or adoption of a child and care leave. The extension must be actively applied for. Provided there are no official reasons for not doing so, you are entitled to an extension if the requirements are met.
For further information, we recommend taking a look at the NRW State Civil Servants Act §122-124 and if you have any specific questions, please contact Department 4.