When to tell your employer
Latvian Labour Law does not set one compulsory week in which an employee must announce a pregnancy. However, an employer can apply pregnancy-specific protections only after becoming aware of it. Notify them earlier if your job involves lifting, night shifts, infection, chemicals, radiation or another potential hazard. A practical approach is a written notice and, where a specific adjustment is required, a medical opinion. Keep a copy and proof that it was received. You do not have to share detailed medical information with colleagues.
Safe working conditions
When a medical opinion identifies a risk, the employer must first adjust the working conditions or hours so that the exposure is removed. If that cannot be done, the law provides for temporary transfer to suitable work; if no safe transfer is possible, the statutory rules on release from work and pay guarantees may apply. Each situation depends on its facts, so do not rely only on a verbal promise. Ask for the risk assessment, adjustments, duration and contact person to be recorded. An occupational-safety specialist should consider biological and chemical hazards as well as physical workload.
Hours, nights and overtime
A pregnant employee may request part-time working in writing, and the employer must establish it. Part-time hours normally mean pay based on time actually worked, so calculate the effect on monthly income and possible benefits before agreeing. Written consent is required before a pregnant employee works overtime. Sending a pregnant employee on a business trip also requires her written consent. After any schedule or workload change, check the time record and payslip; an error is easier to correct while documents and agreements are recent.
Night work is prohibited where a medical opinion says it threatens the health or safety of the employee or baby. Ask for schedules and changes in writing instead of depending on an informal conversation at the start of a shift.
Antenatal appointments
If a prenatal medical examination objectively cannot take place outside working hours, Labour Law provides for short-term justified absence. Inform the employer in good time under the company procedure and ask what proof is required. Medical information remains private: confirming the timing and reason for absence will generally be more appropriate than revealing a detailed diagnosis. If the clinic changes the appointment, update the employer as soon as possible. Keep booking confirmations so that an appointment is not later treated as unexplained absence.
Leave before and after birth
Pregnancy and maternity leave is documented through an electronic B incapacity certificate, and maternity benefit is claimed from VSAA. It is different from paid annual leave. An employee can request annual leave immediately before maternity leave or directly afterwards irrespective of the time worked for that employer in the relevant year. Parental leave is a separate employment right that should be scheduled with the employer. The benefit period administered by VSAA and the employment leave granted by the employer do not automatically have identical dates, so map them on a calendar before submitting notices.
Protection from discrimination and dismissal
Less favourable treatment because of pregnancy in pay, conditions, training or promotion may be discrimination. An employer’s ability to dismiss a pregnant employee is tightly restricted, but the law contains specific exceptions; “a pregnant employee can never be dismissed” is therefore inaccurate. A mutual termination agreement is different: signing it means voluntarily accepting the end of employment. Do not sign in a hurry or under pressure. Take a copy, read the grounds and seek advice from the State Labour Inspectorate (VDI) or a lawyer before deciding.
If the employer does not comply
Begin with a calm written request: state what happened, the solution you seek and a reasonable deadline for a reply. Attach only necessary evidence. If it remains unresolved, contact VDI. The Ombudsman may assist with discrimination, while an individual dispute may ultimately require a court. Time limits for employment claims vary and can be particularly short after notice of dismissal, so obtain advice promptly. If you feel unsafe or are instructed to do clearly hazardous work, protect your health and seek immediate professional guidance rather than waiting for a routine meeting.
A short action list
- use email or a registered document for important communication;
- ask the clinician to describe required restrictions clearly;
- keep schedules, payslips and employer replies;
- check the financial effect before moving to part-time hours;
- read the current law at Likumi.lv and request practical advice from VDI.
This article provides general information, not an individual legal opinion. Employment arrangements, collective agreements and the facts of a dispute can change the answer.