If maternity leave, post-maternity leave or parental leave is taken, the temporary employment contract will be extended for the duration of the leave period. This was decided by the Executive Board following a request from the Works Council.
Temporary contract for PhD candidates
Article 2.5 of the CLA stipulates that, at the request of a PhD candidate, the temporary employment contract will be extended for the duration of the maternity leave, post-maternity leave and/or parental leave period. This leave must be taken within the scope of the temporary employment contract. The standard letter sent to all PhD candidates has since been adapted to reflect this new information and prevent research delays.
Other temporary contracts
All other temporary employment contracts will be extended if the maternity leave, post-maternity leave and/or parental leave was taken within the scope of the employment contract. It should be noted that an extension must comply with the maximum duration of temporary employment as described in Article 2.4 of the CLA. The maximum duration of temporary employment depends on the employee's specific role.
If the maximum duration of the temporary employment contract has already been reached, a temporary extension of this contract will not be granted for the duration of the maternity leave, post-maternity leave or parental leave, as this would result in permanent employment. In this case, the faculties and departments must explore other options to prevent work delays. This could include arranging additional support or hiring a replacement.
Questions
If you have questions about this information, please contact your HR officer.