5.6.3
Maternity Policy
The University of Thessaly (UTh) recognizes maternity as a fundamental right and is committed to supporting all women during pregnancy, childbirth, and the early stages of parenthood. This policy ensures protection, equal treatment, and the elimination of barriers that may hinder women’s participation in education or employment due to maternity or family responsibilities.
This policy complies with Greek Law 4808/2021, Law 3655/2008, Article 142 (as amended), and relevant European Union directives on maternity protection and parental leave.
Purpose and Strategic Framework
This policy aims to:
Guarantee equal rights and opportunities for pregnant and parenting students and staff.
Provide a safe, inclusive, and flexible academic and professional environment during and after maternity.
Align the University’s practices with SDG 3 (Good Health and Well-being) and SDG 5 (Gender Equality).
Extend maternity-related support to biological mothers, surrogate mothers, and adoptive mothers, in accordance with national legislation.
Scope
This policy applies to:
All female employees (academic, research, and administrative) of the University of Thessaly.
All students who are pregnant or parenting during their studies.
Surrogate mothers and adoptive mothers, in line with Law 3655/2008, Article 142.
Relevant University departments, including the Human Resources Department, the Student Welfare Office, and the Office of Gender Equality and Diversity.
Key Provisions
- Maternity Leave for Employees
Female employees are entitled to:
Seventeen (17) weeks of statutory maternity leave (8 before and 9 after childbirth) under Law 4808/2021,
Followed by an additional nine (9) months of special maternity protection leave, as defined in Law 3655/2008, Article 142.
During the special maternity protection leave, the Public Employment Service (DYPA, formerly OAED) shall pay a monthly amount equal to the national minimum wage, including proportional holiday bonuses and leave allowances.
This nine-month special leave is available after maternity and breastfeeding leave, or immediately after maternity leave if the reduced working-hour scheme is not used.
The entire maternity protection period counts as insured time for pension and health coverage, and the corresponding employer and employee contributions are covered by DYPA.
This right also applies to:
The surrogate mother under Article 1464 of the Greek Civil Code (surrogacy), and
The adoptive mother, from the date of the child’s integration into the family and up to the child’s eighth (8th) year of age.
- Academic Adjustments for Students
Pregnant and parenting students are entitled to:
Modified attendance and examination requirements,
Flexible deadlines and temporary study suspension without penalty,
Academic counseling and priority access to online learning resources.
The University will provide, where feasible, childcare support or referrals to municipal childcare services.
- Health, Safety, and Workplace Adaptation
The University shall conduct risk assessments to protect pregnant or breastfeeding staff and students from exposure to hazardous conditions (e.g., in laboratories or fieldwork).
Temporary reassignment, remote work, or exemption from certain duties shall be provided where necessary.
All maternity-related absences shall be treated as excused and protected time.
- Reintegration and Flexibility
Returning mothers are entitled to flexible work arrangements, including:
Phased return-to-work schedules,
Teleworking options, and
Reduced working hours for breastfeeding, consistent with Article 9 of the National General Collective Labour Agreement (EGSSE).
Supervisors must support reintegration in a manner that safeguards professional progression.
- Non-Discrimination and Confidentiality
No discrimination shall occur on grounds of pregnancy, maternity, or family status.
All related information is treated as confidential, in compliance with GDPR and national data protection law.
The University fosters a culture of respect and equality for mothers, fathers, and all caregivers.
Governance and Responsibilities
The Administrative Office ensures compliance for staff.
The Student Welfare Office manages student-related maternity support.
Review and Continuous Improvement
This policy will be reviewed every two years, or earlier if legislative changes occur.
Feedback from staff, students, and equality committees will guide continuous improvement.
Through this policy, the University of Thessaly reaffirms its commitment to ensuring that maternity and family life are fully compatible with academic and professional success.