Milk bladder during pregnancy

Pregnant during retraining - what now?

For many working women, pregnancy goes hand in hand with ambivalent feelings: the joy of having offspring on the one hand, and the uncertainty about retraining and a future career with a child on the other.The needs of expectant mothers in everyday working life are comprehensively regulated in Germany by law, so that one successfully completed retraining with and despite having a child nothing stands in the way. Learn everything too Employment bans, parental allowance, childcare allowances, validity of the education voucher and tips for easier return to the retraining company or to the retraining provider with child.

Can I retrain despite being pregnant?

Yes, because if a woman becomes pregnant during retraining, she can continue retraining until maternity leave begins. If you have just been granted an education voucher and you can start the retraining in a timely manner, then you should make the start of the retraining dependent on your physical and psychological condition. Pregnancy is a physical and psychological exceptional situation in which simple things can be more difficult for you than you have previously known about yourself. From a purely legal point of view, however, nothing speaks against starting your retraining.

Time and again, retraining participants report that the payers (employment agency, job center or legal insurance) want to end retraining immediately after the pregnancy becomes known. The argument is based on efficiency and cost savings. In fact, the pregnant woman can count down individual sections of the retraining for the continuation of the retraining, especially if it is the same retraining with the same retraining provider.


Can the employment office or job center force me to finish retraining?

Yes, that is conceivable and you should not simply accept the decision if it does not meet your expectations. The retraining was granted to you with the education voucher. This is an administrative act within the meaning of Section 35 VwVfG. The cancellation of the education voucher itself is also an administrative act against which you can file an objection and legal action.

For your part, use the idea of ​​efficiency as an argument if you want to continue the same retraining at the same retraining company after the birth or parental leave.


Which law regulates the protection of pregnant women during
a retraining?

Expectant mothers who do retraining are of course protected by the Maternity Protection Act (MuSchuG), as are working women or schoolgirls. The scope of protection of the law covers the entire pregnancy and the first eight weeks after delivery, see Section 1 (1) MuSchuG:

This law protects the health of women and their children at work, training and study places during pregnancy, after childbirth and during breastfeeding. The law enables women to continue their employment or other activity during this time without endangering their health or that of their child and counteracts disadvantages during pregnancy, after childbirth and while breastfeeding.


When does a prohibition of employment apply to pregnant women during retraining?

The employment ban applies from the start of maternity leave. Maternity protection means that the legislature protects the rights of expectant mothers and unborn children from the rigors of everyday work by ordering a 14-week work ban from six weeks before the birth. The calculated date of birth is decisive for the start of the maternity protection period, see Section 3 (1) MuSchuG:

The employer is not allowed to employ a pregnant woman in the last six weeks before giving birth (protection period before giving birth) unless she expressly declares that she is ready to work. She can revoke the declaration according to sentence 1 at any time with effect for the future. For the calculation of the protection period before delivery, the expected day of delivery is decisive, as it can be seen from the medical certificate or the certificate of a midwife or a maternity care worker.


How long is the ban on employment during a Retraining?

Overall, the Maternity Protection Act stipulates a break of 14 weeks for all employees. However, a distinction must be made between the protection period before and after delivery. The difference lies in the absolute arrangement of maternity protection after childbirth. While the expectant mother can decide for herself to waive maternity leave before the birth, this is not possible after the birth. The mother is not allowed to work in the first eight weeks after the birth, see Section 3 (2) MuSchuG:

The employer may not employ a woman until eight weeks after the birth (protection period after the birth).


Does the education voucher expire if I am pregnant before or during retraining?

Yes, the education voucher loses its validity, although not automatically, but you have to be prepared for the fact that the employment agency, the job center or the pension insurance will revoke the original approval. However, this is rarely a problem, because pregnancy is not a voluntary decision against the educational measure and is not considered a termination. There is therefore no blocking period. The pregnant woman can also freely decide whether she would like to continue the educational course after maternity leave, but she is not obliged to do so. In order to continue the retraining, the education voucher must be applied for again.

The revocation of the retraining permit is unfavorable if you found out about your pregnancy before retraining begins and you may still have the time and energy to complete the first five months of retraining. With an objection to immediate cancellation, you can try to ensure that cancellation does not apply until a later point in time before the birth. However, this procedure only makes sense if you can have the five months you have completed count towards the re-training you are applying for.

What should I do if I get pregnant during retraining?

  • Anyone who is about to start or who is already taking part in a further training or retraining measure that is financed by the Job Center, the Employment Agency or Pension Insurance (DRV) is initially obliged to report pregnancy. As mentioned above, this will usually lead to the cost center wanting to revoke the approval of the retraining. File an objection and later, if necessary, an action for annulment if the first few months can be credited to you later.
  • The protection periods for maternity leave after the birth are binding, so that the measure is interrupted. Until the start of maternity protection, the pregnant woman regularly takes part in retraining before giving birth, unless it is a job in which an earlier prohibition of employment according to Section 11 MuSchuG applies (e.g. work in a laboratory). If the education voucher has been canceled, you can no longer take part in the retraining.
  • Inform the retraining provider of your pregnancy. They will receive the cancellation notice from the authority responsible for you. You do not have to cancel the retraining on your part, the retraining provider cannot terminate it. Discuss the possibility of whether periods of retraining that have already been completed can be offset against the new retraining to be applied for.
  • Make all the necessary applications to ensure your livelihood in the coming months. If necessary, get support from a social counseling center.

What money do pregnant women and mothers get during a retraining?

During retraining, pregnant women and mothers are entitled to the conversion wage, the maternity protection wage, child benefit, parental allowance and assistance with subsistence according to § 27a SGB XII. However, the entitlements do not exist continuously, but only in certain periods of time.


Retraining salary for pregnant women

As long as pregnant women take part in the retraining (theoretically up to the day of delivery, as maternity protection before the birth is voluntary and the pregnant woman can do without it), they receive the regular retraining wages. This entitlement continues until the day on which the expectant mother takes maternity leave. If the pregnant woman can no longer take part in the retraining, then ALG I or ALG II takes the place of the retraining wages.


Hartz 4 instead of retraining allowance

In addition to ALG II, an application for assistance with subsistence should always be submitted. Pregnancy also means additional financial needs, Section 30 (2) SGB XII: From the 13th week of pregnancy, pregnant women receive 17% of the standard rate. The specific amount depends on the individual standard requirement level, taking into account whether you are single or have your own children to look after. In addition, assistance with initial baby equipment can be requested. As a rule, this is a lump sum, but it can vary in the federal states.


Maternity protection wage and maternity allowance during retraining

To compensate for the prohibition of employment before and after the birth, women receive the so-called compensation as compensationMaternity leave. Entitlement to the maternity protection wage only exists if the education voucher has not been revoked. The maternity protection wage corresponds to the retraining salary, see § 18 MuSchuG:

A woman who, due to a prohibition to work outside the protective periods before or after childbirth, may or may not be employed at all receives maternity protection wages from her employer. The maternity protection wage is the average wage for the last three calendar months before the onset of pregnancy. This also applies if the employment or the type of remuneration changes due to this prohibition. If the employment relationship only begins after the onset of pregnancy, the average wage must be calculated from the wages for the first three months of employment.

The Maternity allowance During the prohibition of employment, however, every pregnant woman is entitled, regardless of her employment situation. It is a service provided by the health insurance company and costs EUR 13 per calendar day. Be sure to submit an application to your health insurance company.


Can you get parental allowance during retraining?

Yes, parents are entitled to parental allowance regardless of their employment situation. However, you will probably no longer be in retraining at this point, as you have to assume that the education voucher will be withdrawn. The amount of the parental allowance varies depending on the income in the last 12 months. For parents who have previously completed retraining, the retraining salary is used as the basis for calculating parental allowance. If you received Hartz 4 in the 12 months before parental leave, you are not entitled to any parental allowance or the child allowance is offset against the ALG 2 withdrawal and therefore has no financial impact.Be sure to apply for the Hartz4 standard rate for children, which is paid out retrospectively from the first day of life. In addition, there is an entitlement to child benefit, which must also be applied for.

Can I use pregnancy and parental leave for further training?

Definitely yes, but unfortunately this does not apply to further training in any form. During maternity leave, you are not allowed to take part in any further training that is similar to work, for example an obligation to attend a training facility. While you are receiving parental allowance, the employment ban no longer applies and you can work up to 30 hours per week and thus also undertake further training or retraining on a part-time basis. However, the further training will usually not be financed for you by the employment agency, the job center or the pension insurance (DRV), as this will already pay you “more” in the form of retraining.

It is easy to understand and even desirable from the perspective of future professional life: Mothers want to use the long period of pregnancy and parental leave for themselves and their professional advancement, for a new hobby or for personal development. Such further training is flexible in terms of time and location and possible at a reasonable price in the form of distance learning.

Distance learning can be completed as a distance learning course in three to six months and provides new skills and qualifications. Regular distance learning takes at least one year to three years (full-time) and is well suited for mothers who want to stay at home with their child for at least a year. If you are interested in this flexible form of further education, you can go to the most renowned distance learning schools in Germany free Request information material:



How do you apply for a new education voucher after birth and Parental leave?

After the lock-up period of maternity leave and possible parental leave, which can be taken up to two years, the measure must be re-applied for and approved. It is irrelevant whether the measure is funded directly by the authority or by means of an education voucher. After the re-approval, the measure can be restarted or re-started in consultation with the provider of the measure.

Re-entry into retraining after a long break for pregnancy and child-rearing

Depending on when you want to resume retraining, whether immediately after the end of maternity leave or only after one or two years of parental leave, it is advantageous to consider a few things for re-entering retraining and work. Every beginning is difficult - this also applies to returning to work after parental leave. Women, in particular, who have taken a long break after their pregnancy have one or two challenges to master and usually mistakenly believe that they may have difficulties connecting to retraining after the longer break. Here you will find valuable tips that will make your return to work easier.


Maintain contact with the training company / employer

In order not to be forgotten, it makes sense to stay in touch with your supervisor - but also with colleagues. This not only simplifies the return to work after the break, but also helps to get a more precise picture of current developments and the general situation upon return. In addition, further steps can be coordinated and planned with the supervisor in advance: more flexible working hours,Childcare options, etc. This avoids unnecessary delays after returning to work. Mothers should not underestimate the fact that a feeling of insecurity can arise after a long absence: Can I manage retraining with a child? What changes in terms of personnel / organization in the company and will it affect me? Will I be overwhelmed? Such understandable thoughts are less common if you remain part of the company and team, even if you are not physically present.


Keep up to date

During the first few weeks and months of parental leave, apart from worrying about the newborn child, you don't worry much - that is also absolutely correct. Nevertheless, as soon as childcare permits, you should keep yourself up to date on current developments in the industry, but also on the employer's situation.How is the market developing? How is the employer developing? What is the current order situation? All of this information can be indicators of what everyday work looks like when you return after parental leave and how much you will have to do in your own position. Avoid feeling “left behind”.


Know your own rights and obligations as a retrainer with a child

Even before returning to work, it makes sense to find out about your own rights after the end of maternity leave and after returning to work.What rights do parents have if the child has to stay at home sick? What are the financial entitlements for the child's accommodation costs (day care center, kindergarten, childminder)?The better you know your rights and opportunities, the easier it will be for you to combine family and work.


Do not allow yourself to be reduced to the mother role

Mothers with young children are often only perceived in this role. It also happens at work. Make it clear to your coworkers that you are still the same coworker you were before your absence by having technical discussions and not just talking about your child. Of course, you can share your happiness with good colleagues in the coffee group, but it should not be the main part of business meetings.
Also, be aware that many people have strong opinions when it comes to children. Above all, mothers who return to work after a short parental leave or directly full-time are often confronted with incomprehension or even accusations.Prepare yourself for possible remarks of this kind and consider beforehand, if possible, how you can react calmly and objectively.


Take fears seriously when returning to retraining

Am I a bad mother if I register my child in the KiTa just a few months after the birth? Am I in favor of an outdated role model if I concentrate fully on the household and the children?The role of working mothers in Germany is changing and regionally not yet finally defined. It is therefore quite natural that not only rational and financial aspects play a role when returning to work after parental leave, but also social ones. Remember, you are not the first and only woman to move forward in your professional life after having a child.

Do not let yourself be impressed by comments and remarks from those around you and continue on your way. Look for role models and like-minded people. Both autobiographies of women whose life you can imagine for yourself and the exchange with other women in the same situation can help you. For example, in birth preparation courses, but also in online forums and chats, you can share your fears and worries and receive valuable tips and encouragement.


Be clear about your own wishes

Would you like to continue working in the same job as you did before taking parental leave or would you like to use the return to work for a complete new start? The difficulty of getting back into work can also be an opportunity to change roles, departments or even employers. Take the time to think about your future professional career and, if necessary, contact your employer at an early stage or update your résumé.
It is also worth considering Decision between part-time and full-time. What are your priorities? Working part-time is an option that makes it possible to have a lot of time for the child or children, on the other hand, returning to full-time has the advantage that more wages are left over to help with household chores or child-rearing and better ones To have career opportunities. Here it is important to think about your own priorities and, if necessary, to discuss possible options with your partner and his / her role in the further upbringing of children.



  • According to the Maternity Protection Act, women are protected during pregnancy, childbirth and breastfeeding. The protection period begins six weeks before delivery, if the mother-to-be does not waive it. The protection period ends eight weeks after delivery. During this time there is an absolute prohibition of employment.
  • The education voucher is regularly withdrawn if the pregnancy is during the retraining period. This is due to the absolute prohibition of employment after childbirth.
  • The education voucher can be re-applied for to continue retraining after the end of maternity or parental leave.
  • Pregnancy does not count as termination of retraining, so there is no blocking period.
  • In the event of pregnancy during retraining, there are cumulative, sometimes alternative, entitlements according to ALG I, ALG II, maternity protection, Hartz4 standard rate for the child, child benefit, support for living under SGB XII.
  • The period of pregnancy and parental leave can be used for further training. Distance learning is particularly recommended here. If you are interested in this versatile option, you will find more information here.

You might be interested in that too

  1. 7 retraining courses with excellent future prospects
  2. Retraining professions in the area of ​​“Working with Children” - an overview
  3. Retraining, but which one? How to make the right decision
  4. Single parent with child? This is how a second training works
  5. The best retraining with secondary school leaving certificate and professional maturity