Know & Arrange
We offer several information evenings to prepare you as best as possible for the pregnancy, delivery and maternity period. These are organized at the practice by, among others, the dietician, pelvic physiotherapist and obstetrician. For more information seeInformation evenings. Register for this by email or during office hours.
- Take folic acidfrom desire to have children up to 10 weeks of pregnancy
- Eat healthy
- What can and can't you eat?
- Such vitamin Dthroughout your pregnancy
- Preventinfectious disease
- Mothers for Mothersfrom 6 weeks of pregnancy. Saving urine is up to 16 weeks
Mothers for Mothers collects urine from pregnant women. The hCG hormone is extracted from this urine. This hormone is used by pharmaceutical companies to manufacture drugs used in fertility treatments. By doing thisare you helping someone else get pregnant?
- Register for maternity care before 15 weeks of pregnancy, seelinks
- Sign up for a pregnancy course for 20 weeks of pregnancy
- If not married; for 24 weeks to the municipality toto recognize unborn fruit
- From 37 weeks the bed has to be made, these can be rented through the home care stores
Pregnancy and work
The information below comes fromwww.mensenrechten.nl
Working hours during pregnancy
A pregnant employee has the right to alternate work with one or more extra breaks outside the normal breaks. These extra breaks together amount to at least fifteen minutes. The extra breaks may be one eighth of the working time per shift (Working Hours Act, art. 4:5).
Pregnancy checks during working hours
An employee has the right to go to pregnancy checkups during working hours. She hereby retains the right to her wages (Working Hours Act, art. 4:5).
Night shifts and overtime
A pregnant employee cannot be forced to work overtime. Furthermore, an employer may not oblige a pregnant employee to work night shifts, unless the employer can prove that he cannot be asked otherwise (Working Hours Act, art. 4:5). These rules also apply to the first six months after childbirth.
It is prohibited to fire a woman during pregnancy and maternity leave. This means that an employer may not dismiss an employee from the start of the pregnancy until six weeks after her return to work (Article 7:670 Civil Code). There are a number of exceptions to this last prohibition:
- if she is dismissed during the probationary period;
- if an employee is summarily dismissed;
- if she agrees to the dismissal;
- if the dismissal is the result of termination of the activities of the company.
This is subject to the condition that the reason for the dismissal may not be pregnancy or maternity. In the case of termination of employment for economic reasons, an employee may not be dismissed during her leave, but may be dismissed during her pregnancy.
All employees have the right to adjust their contract hours. If an employee asks to be allowed to work less, the employer must in principle agree to this. Only if the employer gets into serious trouble as a result, he can refuse the request to adjust the number of working hours (Working Hours Adjustment Act).
An employee may interrupt work for the first nine months after childbirth in order to breastfeed or pump her child in seclusion. The employee must inform the employer of this. The employer has the duty to offer the employee the opportunity to do so and to make a suitable, enclosed, enclosed space available. The employee may interrupt the work as often and for as long as necessary, but the interruptions together may not amount to more than a quarter of the working time per shift. The time for breastfeeding/pumping counts as working time and must therefore also be paid (Article 4:8 Working Hours Act). The employer may not disadvantage the employee because she makes use of the right to breastfeed/pump. For example, the employer must take breast-feeding/pumping into account when determining the height of targets.