Family Care Leave Act

 

The goal of the Family Care Leave Act, which became effective January 1, 2012, is to enable employed individuals to care for dependants at home by reducing the amount of time of work hours, making career and care compatible.

Contact

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+49 241 80 93551

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The act recognizes dependants as

  • Grandparents, parents, and parents-in-law
  • Spouses
  • Domestic partners
  • Partners in a cohabitational relationship
  • Siblings
  • One's own biological children as well as adopted or foster children
  • Children, such as adopted or foster children, of the spouse or domestic partner
  • Children-in-law and grandchildren
 

Employees can reduce their work hours on behalf of the care of dependants.

The need for care must be documented through confirmation by the long-term insurance or the medical services of the health insurance company.

Reduction of Work Hours

The work hours can be reduced for a maximum of two years. Work time can be reduced to 15 hours at the least.

Wage Regulation

The employer pays a wage increase, in order to keep loss of income small. For example, an employee who is working half-time receives 75 percent, and not 50 percent, of the last gross wages.

If an individual wishes to continue full time after family care leave, the employee continues to receive the reduced income, until the salary advance has been worn out. This period of repayment is called the after care period.

Insurance

Employees, who take leave to care for dependants, must obtain family care insurance. This insurance secures against the potential inablity to work.

Contributions to state-insurance are further made during family care leave.

Employers may not fire employees during care leave or the after care period.

 

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