Pregnancy

There is no legal obligation to announce a pregnancy. However, once your employer has been informed, they are obliged to take pregnancy into consideration and to protect your health. The earlier a pregnancy is announced, the better the chances of preventing any potential risk by taking appropriate measures.

Pregnant women who have reached the end of their probation period are protected against dismissal during the whole pregnancy, whether or not they have announced it, and for 16 weeks following the birth (notably art. 3.1 GEA and art. 336c.1 CO). For permanent contracts, protection against dismissal during pregnancy applies independently of the reason for dismissal (except in case of dismissal with immediate effect).

It is important to note that the protection of a pregnant woman only applies for the duration of her contract. Fixed-term contracts end on the specified end date, even if the employee is pregnant.

Other restrictions apply to specific situations. Contact HR for further details: secretariat-dirh(at)unige.ch or 022 379 75 56.

Swiss law provides for specific protection of pregnancy and maternity in the workplace (art. 35–35b EmpA and art. 62–65 EmpO 1). Employers must ensure that women who are pregnant or breastfeeding are assigned activities that entail no risk for their and the child's health and adjust working conditions accordingly (art. 35.1 EmpA).

Pregnant and breastfeeding women must be able to lie down and rest in appropriate conditions (art. 34 EmpO 3).

The Gender Equality Act (GEA) prohibits any direct or indirect discrimination because of sex, pregnancy (current, future or past), marital status or family circumstances.

This prohibition is not only valid during employment, but also at the time of hiring and dismissal. It therefore applies to all aspects of the professional relationship including attribution of tasks, setting of working conditions, pay, basic and advanced training and promotion.

If you are planning a pregnancy or you are pregnant and you work in a laboratory, get your working environment evaluated by the STEPS (health at work, environment, prevention and security) service. Their specialists are available for confidential appointments. Appropriate measures will be taken as necessary, with the people concerned.

Pregnant or breastfeeding women can use the infirmaries.

Contact the reception lodges for further details.

A pregnant women can take time off from work simply by notifying her boss (art. 35a.2 EmpA). However, without a medical certificate, the employer is not obliged to pay her salary.

The head of the relevant unit is responsible for absence management. Notice of absence and medical certificates must be given to this person or to the faculty administration, who shall forward them to HR.

Please note that sick leave during the first year of employment under a contract paid for by the canton (Department for Public Education, DIP) may lead to a reduction in – or even cancellation of – pay. Employees paid by a fund shall have their salary covered in full as of the first day of appointment.

• A medical certificate must be submitted as of the third day of absence.
• In case of a longer absence, a medical certificate must be submitted at least once a month.
• There is no compensation for public holidays in case of illness or accident.

Absences during pregnancy are not taken into account in the calculation of the right to maternity leave; the duration of the leave remains the same.

Contrary to the legislation of other European countries, there is no systematic leave before childbirth; work continues until childbirth if the pregnant woman's general state of health allows it.