Back to work
Returning to work during the first three years of the child's life
The majority of mothers and fathers return to work completely or at least gradually during the first three years after the birth of their child. As parents, you are no doubt asking yourself many questions: How can things continue after the family phase? How can family and career be reconciled? What options do parents with children have for returning to work and what do they need to think about? We have compiled the most important information for you.
Have you already thought about what your return to work should look like?
It's best to think together at an early stage about what the future holds for both of you professionally. Questions that need to be clarified include, for example:
The statutory regulations offer you the following models of compatibility if you are employed:
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Back to work full-time
If you have registered for parental leave for less than three years, you can return to your previous job or a comparable job at the end of your family leave. The same conditions apply to you as before the birth in terms of the scope and location of your working hours.
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Part-time work up to 30 hours per week
If you cannot imagine working full-time with a small child, a part-time solution may be an option for you. You are entitled to work part-time for a maximum of three years during your parental leave. You can work between 15 and 30 hours. (The prerequisite is that you have been employed for more than six months and your company has more than 15 employees).
You must apply for part-time work in good time. You must submit the application at least seven weeks before the start of part-time work. In the application, state how much you would like to work and how your working hours are to be distributed. A part-time solution has the advantage that you can stay on the job and continue to develop, but still have the time you want to look after your child. Talk to your employer about your plans as early as possible in order to negotiate the framework conditions for your return to work. You can find tips on this below. -
Suspend for a full three years
If you do not want to return to work in the first three years, the law guarantees parents protection against dismissal and employment for three years. After that, the same provisions apply as before the family leave. However, you are not entitled to your "old" job, but to a job of equal value. But remember: in today's fast-paced working world, if you take a long break from your job, you run the risk of losing touch. In order to stay in touch, you should look for flexible ways to stay in contact with your superiors and colleagues.
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What applies to self-employed women?
Female entrepreneurs and freelancers decide for themselves when and under what conditions they want to return to work. The length of the sabbatical often depends on the financial possibilities and the amount of reserves. Back at work, the self-employed have the advantage of being able to flexibly adapt their working hours to family needs. At the same time, it remains a challenge to balance child and career. It is important to weigh things up and find compromises. Before you return to work, think about whether a reduction in weekly working hours or temporary cooperation or even substitution might be an alternative for you. Other caregivers or childcare options (parents, grandparents, daycare) who can stand in for your child in an emergency can also provide support. Good time management can also help you to reconcile family and work, even if a day goes differently than planned.
How can you have a successful conversation with your employer?
In your application for parental leave, it is legally sufficient to state the duration of the planned family leave. However, the earlier and more concretely you communicate your career plans to your employer after your leave, the better they can plan with you and support your return. Let your manager know your wishes and ideas at an early stage and clarify the conditions for your return.
These questions will give you ideas for the discussion:
- Would I like to take a short or long family break?
- When would I like to return to work?
- How would we like to distribute the months of parental leave?
- Would I like to return to work full-time or part-time?
- Would I like more flexibility regarding the location of my working hours?
- Is it possible to organize a home office day to make it easier to combine family and career?
- How can I avoid a career setback despite working part-time?
- What opportunities are there within the company to keep up to date despite taking parental leave?
- Can my employer possibly offer me further professional training during my parental leave?
How can I prepare for my return to work?
Once the framework conditions for returning to work have been clarified, it is important to plan everything else well. Because there is no way around it: reconciling a child and a career requires organizational talent and discipline. Forward-looking arrangements and good preparation will make your return to work easier. These tips can help:
- Keep in personal contact with your company during the family break.
- Consult with your partner about the planned family and working hours.
- Distribute responsibilities in the family and household tasks equally.
- Organize reliable childcare as early as possible. Plan a sufficiently long settling-in period.
- Get support and relief where possible, for example from grandparents, trusted people or a home help.
- Build up a network of people in your environment who can step in at short notice if the caregiver is absent, the child suddenly falls ill or a work appointment takes longer.
Where is the child?
An important question for many parents is where and by whom their child can be well looked after during times of absence. There are many different childcare options in North Rhine-Westphalia. Whether it's a daycare center, childminder, au pair or grandparents - you should think about it in good time. Every child from the age of 1 has a legal right to a place in a daycare center. Single parents are given priority in the allocation of childcare places. If there is actually no place available, the municipality must cover the costs of alternative childcare models. Further information on childcare and which solution is right for you can be found here on the Familienportal.NRW.
Everything well arranged-but the guilty conscience remains?
Working parents often suffer from a guilty conscience. But what counts is not the number, but the quality of the hours spent with your child. Your child will be reliably looked after by the childminder and in the daycare center and will benefit from the support and early education. Please don't let those around you tell you otherwise. Stand by your decision, even if other people have different opinions. Returning to work is your decision alone. And if the job is right for you personally, then it is also best for your family.
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