Is it possible to work officially while on maternity leave and how can I get an early return to work?

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Living on one salary without savings is quite difficult, and not every man today can fully provide for his family. Sometimes difficult life circumstances force a woman to end her maternity leave early and return to work. Or vice versa, later go on maternity leave, or even continue working while on maternity leave. Of course, such a decision is not made overnight, and every woman-mother should be aware of the possible consequences of this choice.

The Labor Code of the Russian Federation guarantees to a pregnant woman the observance and protection of her legal rights and labor interests for this period (Read about the period of maternity leave here:). What to do and what to do if there is absolutely not enough money in the family? The Labor Code will tell you how to go to work and not lose state payments due to your child.

Is it possible to work while on maternity leave?

Women's work during pregnancy and caring for small children is regulated by Chapter 41 of the Labor Code. The social guarantees provided to a woman during pregnancy and after childbirth include maternity leave. During this period, she is legally subject to exemption from work duties while maintaining her average income. In the future, she has the right to take parental leave for up to 1.5 years and receive child benefits. After reaching the specified age, parental leave can be extended up to 3 years, but the benefit will be paid in the minimum amount: 50 rubles.

This article talks about typical ways to resolve the issue, but each case is unique. If you want to find out how to solve your particular problem, call :

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The concept of maternity leave is not legally established anywhere. But when talking about maternity leave, women usually spread it over two periods:

1. Maternity leave.
2. Holiday to care for the child.

Maternity leave is granted on the basis of sick leave, which is issued at the 30th week of pregnancy (or at the 28th week of pregnancy in case of multiple pregnancy). At the same time, the law does not establish the obligation of an employee to go on maternity leave immediately after such an opportunity is provided.

After receiving the opportunity to go on maternity leave, the employee may not take leave and continue to work at her own request and taking into account her state of health. The courts also agree with this position in their decisions.

The employer himself is not entitled to early recall of an employee from maternity leave (based on Part 3 of Article 125 of the Labor Code). A pregnant woman has the right to go to work of her own free will, but only with the permission of the employer (according to explanations of Rostrud No. 1755-TZ). In this case, the employer will have to recalculate previously paid maternity benefits.

During maternity leave, an employee may well work on the basis of a civil contract. At the same time, when drawing up such a document, it is necessary to take into account that such an agreement should not contain the conditions that are prescribed in Art. 57 Labor Code. This could be, for example, a contract prepared under Art. 702 of the Civil Code, or a contract for the provision of paid services under Art. 779 Civil Code. Persons who work within the framework of a civil contract are not subject to the norms of labor legislation (under Part 7 of Article 11 of the Labor Code).

As for the employment of a woman after going on leave to care for a newborn child after completing maternity leave, in this case the young mother has the right to officially get a job on a part-time basis.

Thus, a woman on maternity leave has several options for official employment:

1. A young mother has the right to interrupt her vacation early and go to work for the whole day . She will receive a full salary, and the child care allowance will be available to the person who will provide the actual care. A maternity leave at any time before the child reaches the age of three has the right to take out parental leave, provided that the care is completed by a third party.
2. According to paragraph 2 of Art. 11.1 Federal Law-255, an employee has the right to go to work part-time with the consent of the employer or switch to home work . In this option, there is no need to interrupt the vacation, and the woman retains the right to benefits. But the employer has the right not to agree to such working conditions for the employee if, before going on maternity leave, she worked full time and was not a homeworker.
3. While on maternity leave at her main place of work, no one prevents a woman from concluding an employment contract with the same or another employer . The number of part-time jobs can be unlimited.

The employer is obliged to keep the woman's job for the entire period of her maternity leave. But also an employee who returns to work without waiting for the end of maternity leave is granted additional rights when performing her job duties:

1. She is entitled to a lunch break lasting from 30 minutes to 2 hours (according to Article 108 of the Labor Code).
2. If the child is under 1.5 years old, then the woman can request feeding breaks every 3 hours. The duration of such breaks should be 30 minutes.
3. The employee retains the right to annual paid leave and to receive vacation pay.
4. In relation to such women, business trips, forced overtime work (on weekends and holidays), dismissal before the child reaches 3 years of age, and refusal to issue sick leave are unacceptable.

Maternity leave and benefits

The beginning of maternity leave is marked by the issuance by the antenatal clinic of sick leave for pregnancy and childbirth, payment for which is made in accordance with Article 13 of Law No. 255-FZ. BiR leave is provided in accordance with Article 255 of the Labor Code of the Russian Federation, and Article 287 states that part-time work of the Labor Code of the Russian Federation provides similar guarantees on an equal basis with the main one.

When carrying out the labor process simultaneously with several employers, maternity leave for part-time work and the main place of work is paid in the following order:

1. If in the two calendar years preceding the occurrence of the insured event the woman worked without changing employers, then:
   payment of maternity leave for part-time work and the main position is made separately in the field of accounting and labor when each enterprise is provided with an original sick leave certificate;
2. Payment of child care benefits is carried out by one of the enterprises of the employee’s choice.

1. In the case of performing work duties for two years with other employers, in order to receive benefits, you must contact one of the previous insurers of your choice, providing certificates from the others about the non-receipt of funds.
2. If during the last two years both current and past employers were involved, then:
   maternity leave for part-time work and for the main place in terms of labor and employment are paid by all enterprises without exception, and care allowance is paid by one of the employee’s choice;
3. payment in full is made by one of the employers.

Payment for sick leave for pregnancy and childbirth is carried out by all organizations or one based on the choice of the insured person; payments for child care up to the age of 3 are made by only one policyholder.

Providing a vacation period is the responsibility of every enterprise, regardless of the main or additional place. Leave rights under the BiR can be exercised not only by pregnant women, but also by adoptive parents of children up to 3 months of age (in terms of the postpartum period), and the right to maternity leave is available not only to mothers, but also to fathers.

Going on a reduced work schedule

Labor legislation does not indicate what exactly can be considered a shortened working day.

According to Rostrud’s explanations, part-time work means one in which an employee works less than the specified standard. The standard working day means 8 hours a day (according to Article 94 of the Labor Code) or 40 hours a week (according to Part 2 of Article 91 of the Labor Code). Thus, working 7 hours a day or 4 days a week instead of 5 is considered a shortened work schedule.

Registration of a woman on maternity leave for part-time work has certain features. The employee should submit an application to the manager on the basis of Part 3 of Art. 256 Labor Code.

Changes in working conditions must be recorded in an additional agreement to the employment contract under Art. 72 of the Labor Code. The start of work for a maternity leaver is prescribed through the issuance of a corresponding order.

An employee has the right at any time to decide to go on vacation and interrupt work . To do this, he submits an application to the employer and signs an additional agreement stating that he stops working in the specified mode.

As you know, the employer has the right to hire only a temporary employee for the position of maternity leave . If an employee decides to return to work after maternity leave on a part-time basis, the employer will terminate the employment contract with the temporary employee on the basis of Part 3 of Art. 79 of the Labor Code.

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For example, to receive 50% of the rate, you need to work 4 hours a day or 20 hours a week (in the latter case, it is assumed that the daily work time can be divided disproportionately). To arrange a special work schedule on a part-time basis, the employer must sign an additional agreement with the employee under Art. 72 of the Labor Code.

When an employee works part-time, the employer’s tasks must include recording working hours in a special time sheet in the T-12 form (13). It indicates the amount of time worked opposite the employee’s full name.

How to apply for early return to work from maternity leave

In order for a woman on maternity leave to get an early return to work, the procedure should be as follows.

• Stage 1. Notification of the employer. In order for an employee to return to work early, she must submit an application addressed to the employer in free form. A woman’s responsibilities include submitting an official written application to the employer about her desire to go to work early (according to Part 1 of Article 256 of the Labor Code). It is worth noting that a woman has the right to return to work after the end of her maternity leave (then no additional applications need to be submitted). The application should include a request for a shortened working day or an individual schedule (for example, a day off on Friday).
• Stage 2. The upcoming work schedule is discussed with the employer. We can talk about the possibility of working from home or under the conditions under Art. 93 Labor Code. If the schedule proposed by the employee does not suit the employer, he does not have the right to force the employee to adhere to a different schedule. If an employee insists on working from home, the employer may refuse her based on the fact that her position is not suitable for home working. For example, if the employee’s duties include communicating with clients or delivering orders. In this case, the employer’s refusal is considered lawful, and the courts usually side with them.
• Stage 3. Concluding an agreement with the employee on a new work schedule. It must indicate the period of part-time work, the end and start time of work, the time of the lunch break, the time for breaks to feed the child and the terms of remuneration. Payment must be proportional to working time according to Part 2 of Art. 93.
• Stage 4. Issuance of an order on a new work schedule, which will fix the working conditions under the signed agreement. The employee must be familiarized with the order and asked to sign the specified document.
• Stage 5. In the time sheet, you need to note the duration of the employee’s work and indicate that she is on maternity leave.
• Stage 6. If by the time the employee returned from maternity leave a temporary worker was working in her place, then an order must be issued to terminate the employment relationship with him. The basis is an application from an employee who is returning from vacation (according to clause 2, part 1, article 77 of the Labor Code). It does not matter whether the woman returns from vacation completely or works part-time.

In the opposite situation: if the main employee is dismissed while on maternity leave, the temporary employee cannot be separated on this basis, but only by agreement or on the initiative of one of the parties. The employment contract with him is transferred to the status of an unlimited term.

Procedure for paying child care benefits when going to work during maternity leave

A woman who is on maternity leave cannot simultaneously count on maternity benefits and a salary. It is worth considering that if a woman takes sick leave later than 30 weeks, then the maternity leave will not be extended for the postpartum period. This is indicated in the FSS Letter of 2004 No. 02-10/11-6671.

Among the ways that preserve a woman’s right to receive benefits are the following:

1. A woman begins to work for a company on a part-time basis or as a home worker.
2. She gets a part-time job (external or internal). According to the letter from Rostrud, an employee has the right to work simultaneously for several part-time workers. She is not obliged to report this fact to her employer. The exception is when the employee holds a leadership position in the company.
3. The employee performs certain work or paid services for the employer under civil law contracts.

It is worth noting that the employer should take a number of measures to prevent claims from regulatory authorities when a woman leaves maternity leave early. In order to avoid this, he needs to notify the FSS in writing about the woman’s return from maternity leave. Also, if there is an overpayment of accrued benefits, the payment in excess of the limit must be deducted from the employee’s salary.

Thus, working on maternity leave is legally permitted. Going on maternity leave and leaving it early is a woman’s right, not her responsibility. Young mothers and other relatives have the right to go to work part-time without losing the right to benefits. Also, the employee has the right to temporarily interrupt maternity leave, and then can go on it again.

Dear readers, each case is individual. If you want to find out how to solve your particular problem, call :

Or on the website. It's fast and free!

While on maternity leave, you have the opportunity to get a temporary job to earn additional income. To carry out this process, a woman can get a job in another service as an external part-time worker. In this case, the legislation establishes some features that this publication will help you to consider.

Right to maternity leave

The well-established concept of maternity leave is the time that begins at the 30th week of pregnancy in the normal course and continues until the child is 3 years old. This period is conventionally divided into a half-period - up to 1.5 years of childhood, since the one and a half year mark divides the amount of child benefits received.

The decree includes two types of leave:

• for pregnancy and childbirth, divided into prenatal and postpartum periods;
• for child care until the age of three.

Temporary removal from duties to devote time and attention to a child is an exclusive right, not an obligation. When carrying out activities for several employers at the same time, each is obliged to provide regulated time; if there is no desire, no manager can force him to use it.

At any time, the “maternity leaver” can begin the labor process of her choice or all those interrupted at once. Employers do not have the right to interfere with the provision of a place, but no production necessity can force one to leave maternity leave without one’s own desire.

During the period of maternity leave, the woman retains her job, so a person can be accepted only temporarily with the wording indicated in the admission order. The desire to resume the labor process has the force of law, since the hired employee is familiar with the order, which clearly states the time of departure of the absent person under the end of the relationship. In this case, the deadline is when the child reaches 3 years of age, after which the woman can simply quit. In case of early exit at any time, the temporary employee performing the duties is automatically dismissed.

Working in several organizations, a woman has the right to maternity and child care leave until she reaches 3 years of age in each, as well as the possibility of suspension at any time. The determining factor is your own desire. Can a “maternity leaver” work part-time while on maternity leave at her main place? The law does not impose restrictions, and part-time employment does not limit maternity leave when working part-time, ensuring economic feasibility.

Taking maternity leave from a part-time job

Art. 60.1, 282 of the Code provides for the possibility for any employee to perform several job functions and for different employers. This means that a person can sign employment agreements and perform the functions assigned under it in his free time from his main job for a certain remuneration. Therefore, if a pregnant part-time worker needs to go on maternity leave, this procedure must be formalized accordingly. It should be borne in mind that the designated process at a part-time job is formalized in the same way as at the employee’s first place of work. To do this, you must also draw up an application addressed to the employer, present the necessary documents and issue an order from management.

Is maternity paid when working part-time?

Part-time maternity leave is paid in the following order:

• A woman registered at the clinic must provide each employer with a certificate of incapacity for work, completed and issued by a medical organization;
• In some cases, the employee may be required to write a request for such leave. The explanation for this is as follows: the woman on maternity leave continues to work, and provides sick leave later, in this case, only the period of time that she will actually be on maternity leave will be subject to payment;
• The benefit is calculated based on the period of time worked in the organization (2 years preceding the event are taken), the average salary of the employee, and the duration of the vacation provided.

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Also, such an employee has the opportunity to receive all benefits from only 1 employer, but in addition to the issued sick leave, she will have to provide a certificate in the established form about the amount of salary received.

Returning to work after maternity leave on a part-time basis

A woman who goes on such leave retains her position regardless of whether she works for the main employer or not. Even if a fixed-term contract was concluded with such an employee, and it expires immediately at this time, at the request of the interested person it is extended until the end of the pregnancy and the time of maternity leave (Article 261 of the Code).

Since an external part-time worker has equal rights with other employees of the organization, a subordinate’s return to work after the established vacation is possible either with one employer or with several at once. When implementing this process, you should adhere to the standard norms for registering the exit of an employee, which consists of writing a statement and issuing an order from the employer.

Is it possible to work part-time while on maternity leave?

Norms Art. 256 of the law provide a fairly clear answer to this question. A woman who has given birth while on such leave can work part-time or work from home. This provision allows this employee to retain the right to receive the due child care benefits. If she wants to work full time, she will only be able to receive a salary and will lose the opportunity to receive state benefits. The Code no longer establishes any restrictions regarding where and how a woman on maternity leave can work. It follows from this that the legislation allows young mothers to register for part-time work at any time, including while on maternity leave.

Is it possible to get another part-time job while on maternity leave?

As noted earlier, it is possible to work part-time during maternity leave with another employer. When a person had only one place of work, no one forbids him to formalize labor relations in another organization. This rule applies to those workers who are on parental leave. The main thing is to comply with the following requirements when applying for employment:

• The employment agreement must indicate that the hire was made on a part-time basis;
• No work record is required;
• You cannot work beyond the period of time established by law;
• The calculation of wages depends on the amount of time worked, the volume of labor or other indicator established by the enterprise;
• Another important point will be the establishment of an additional condition for terminating the working relationship - the appearance of a person for whom this work will become the main one.

Is it possible to work part-time full-time while on maternity leave?

Art. 284 of the Labor Code of Russia establishes a maximum duration of such work - 1⁄2 of the monthly norm, predetermined for specific categories of employees. In this case, the daily work limit is considered to be 4 hours. It should be borne in mind that part-time work involves a reduction in the time spent performing work duties. Therefore, a woman on maternity leave can work either with a reduction in work time per day, or with a decrease in work time per month. Such nuances are discussed directly with the employer.

Features of registration of part-time work

To apply for a part-time job, the employee writes an application for employment and brings the necessary documents to the new employer. Registration in the labor force is not mandatory and is done at the request of the employee. All the details of part-time work are included in the employment agreement. As a rule, the following nuances are specified:

• The number of working hours is at most half that of the normal schedule. In this case, you can reduce the hours in the day or days in the week.
• The parties to the agreement, by agreement, establish the optimal option for employment and salary.
• The contract is terminated if an applicant applies for the position of a working mother, for whom this position will be the main job.

Part-time employees working on maternity leave have some advantages:

• The right to take out maternity leave and leave to care for the baby;
• The employment agreement cannot be terminated at the suggestion of management;
• A probationary period is not established for them (Article 70 of the Labor Code of the Russian Federation).

The creation of a favorable work atmosphere is guaranteed for women on maternity leave by the legislation of the Russian Federation.

If an employee is working under a fixed-term agreement and its validity period ends before the birth, the employer is obliged to extend it until the end of the pregnancy. The basis is an application from the pregnant woman and a certificate from a medical institution confirming her situation.

Part-time work on maternity leave - how to apply

Registration of working relations between a worker on maternity leave and the boss is carried out in accordance with the general procedure, taking into account the provisions established by Chapter. 41, 44 of the Code . This means taking actions such as:

• An interested person contacts the employer with a corresponding application and provision of documents;
• Conclusion of an employment agreement. The text of the document must indicate the fact that the subordinate is on maternity leave, and the proper conditions of service for such employees should also be indicated;
• Issuing an order on hiring part-time employees.

The legislation fully protects the rights of pregnant people, as well as working women on maternity leave. Therefore, the desire of some women to take part-time work during maternity leave is in no way limited by legal norms.

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The state gives a woman the right to raise her child up to 3 years of age without going to work.

In this case, the workplace is reserved, the length of service is credited as work experience, and for the first 1.5 years of the baby’s life she receives 40% of her average earnings. For the second 1.5 years, mother can count on 50 rubles a month until she leaves maternity leave.

Since “state support” is more than modest, many women are interested in whether it is possible to work on maternity leave?

The concept of “maternity leave” includes the prenatal and postnatal period of exemption from work on sick leave + 3 years of parental leave.

The state allows a young mother not to use all of her maternity leave (prenatal and postnatal sick leave), and to interrupt maternity leave at any time, at her own discretion.

She has the right:

1. Return to work after the expiration of sick leave for pregnancy and childbirth. No special documentation of exit is required here, since maternity leave has not been initiated. A woman simply gets to work, as if she were “coming back from sick leave” for any illness.
2. Go to work, giving up maternity leave for up to 1.5 years. Here you can work either while maintaining benefits or without receiving them.
3. Go to work without taking advantage of the opportunity to be at home with the baby for all 3 years.

It is important to understand that a woman, at her own discretion, has the right to initiate continued maternity leave at any time if the child is under three years old.

Conversely, an employer cannot call a female employee back from maternity leave, no matter how urgent the “production necessity.”

Leave for part-time work and main place of work at different times

According to the Labor Code, namely Article 60, a pregnant employee who works both in her main position and part-time in another company is not required to go on maternity leave from two jobs at once. That is, a vacation issued at one company does not deprive the woman of the opportunity to work at another company.

Moreover, taking sick leave to care for a child or B&R is a right, not an obligation. If desired, going on maternity leave can be formalized a few weeks later or not formalized at all (naturally, there can be no talk of any payment in connection with the BiR in this case).

To find out whether sick leave is paid for caring for a child during vacation, read the article:

Working while on sick leave for maternity leave

At the antenatal clinic, the expectant mother is issued a sick leave certificate for pregnancy and childbirth at the 30th week of pregnancy. From this moment on, she may not go to work for 140 days (with a “classic” birth).

This time will be paid for by the state of their social insurance fund. If it is more profitable for a woman to work, then she can do it as usual, without taking maternity leave.

After the birth of a child, a woman also has the right to go to work before the end of her maternity leave, but this requires the good will of the employer.

Read more: Example of a weekly work schedule for a teacher psychologist

Sick leave is paid based on the use of days of incapacity for work.

On days when a woman works, she is paid a salary. It is impossible to receive salary and compensation for loss of earnings at the same time.

How to go to work before a child is 1.5 years old?

Since the employer appoints (or hires) a temporary employee when an employee goes on maternity leave, early termination of maternity leave entails his transfer or dismissal.

A temporary employee fills out an application for employment during the maternity leave of a permanent employee. Her unplanned exit requires time to design and organize this moment.

If a woman decides to interrupt her maternity leave before the baby reaches the age of 1.5 years, then she must:

1. Notify the employer of your decision.
2. Write an application for interruption of maternity leave in the form “I ask you.”
3. Wait for the employer's decision. If the answer is positive, wait for the order to interrupt the maternity leave.
4. Start work from the date indicated in the order.

Thus, you can go to work while on maternity leave for up to 1.5 years, but the mother will no longer be entitled to benefits from the state.

Procedure for accepting a part-time worker

The Labor Code of the Russian Federation does not contain special rules regarding part-time work during the period of leave under the BiR. Women on maternity leave are subject to legislation for pregnant women and women with children under 3 years of age.

Situation 1. The expectant mother went on maternity leave and received B&R benefits at the basic rate and external part-time work. I decided to start extra work early. The procedure for resuming work is as follows:

• Visit the employer, discuss the exit time, working hours, etc.;
• Write an application addressed to the manager for early departure from vacation, indicating the agreed work schedule and date of departure;
• The accountant must recalculate the amount of the B&R benefit;
• The overpayment will be sent towards future earnings or will be collected from the employee;
• If the employee refuses such conditions, the organization has the right not to allow her to leave her vacation early.

Example. Recalculation of benefits when leaving maternity leave before the due date

A. N. Solomina worked as an external part-time worker for three years with a salary of 14,500 rubles. She presented sick leave for 140 days in connection with the leave for the BiR (from 06/27/16 to 11/13/16). She was paid in the amount of 66,739.40 rubles. For personal reasons, Solomina decided to leave maternity leave early and began work on October 1, 2021, i.e. 44 days ahead of schedule. The accountant made the following calculations:

66,739.40 / 140 * 44 = 20,975.24 rub. — overpayment of benefits under the BiR.

The employee agreed to take the overpayment into account towards future salaries. So, she will work for free in October and part of November.

Situation 2. During maternity leave, an employee found a new job on a part-time basis. Hiring for her takes place in the generally accepted manner. The exception is the inclusion in the employment agreement of clauses related to guarantees for women with small children.

How to work on maternity leave and maintain benefits?

Being at home with a child is a woman’s legal right, but not her responsibility . There are several opportunities to start working earlier.

However, in 2021, you can maintain benefits and receive wages at the same time from your main employer only in one case - if you start working part-time.

Art. 13 of the law on benefits allows you to receive state child care benefits if the caregiver (not always the mother) goes to work for a reduced time.

Part-time work is a working day of less than 8 hours or a week of less than 40 working hours. The exception is professions with “shortened” days (for example, teachers).

For them, part-time work is calculated taking into account the working time standards prescribed for this type of activity.

Going part-time does not interrupt maternity leave. This way you can maintain child care benefits for up to 1.5 years and receive a salary. An employer does not have the right to refuse an employee (Article 93 of the Labor Code of the Russian Federation).

To register for a part-time job, a woman must:

• submit an application to the HR officer addressed to the employer with a request to leave;
• sign an additional agreement on working part-time (Article 100 of the Labor Code of the Russian Federation), which is drawn up to the existing employment contract.

In practice, it is better to agree in advance on your exit and a suitable work schedule . This can be either a schedule with a shorter working day or a schedule with a full day, but fewer days off per week.

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Wages are calculated based on the actual products produced (if payment is piecework) or in proportion to the time worked.

Work before and after childbirth, wages

When carrying out work activities in this case, there are three typical situations:

1. The employee, for some reason, does not want to take out maternity leave. This is her legal right! The employer does not have the right to force a woman to go on vacation, because the initiator of such vacation is the employee herself. If she has not submitted an application, work continues as usual - it does not matter whether it is the main position or received as a part-time position. In this case, maternity benefits are not accrued, since the insured event is considered not to have occurred.
2. While at home while caring for the baby (after childbirth), the employee decides to go to an additional workplace and continue working there on a part-time basis (part-time). Her wages are calculated as part of her salary and child care benefits.
3. A woman, being at home to care for her baby, decides to get a job as an external part-time worker. She draws up all the documents (a separate contract, an optional entry in the work book) and receives money as a salary along with benefits.

In all of the above situations, the employer should take into account that labor legislation does not impose any restrictions on the additional or main work activities of pregnant employees and young mothers.

Also, the law does not have special provisions regarding part-time work for this category of workers. And you should be guided by the general standards established for pregnant women and women with children under three years of age.

You need to calculate maternity benefits correctly! We will help you with this! Correctly calculating your sick leave during pregnancy has its own characteristics. You can learn about them and understand them here. You will find out what the maximum period of time you can count on when receiving sick leave is if you follow the link and read our material.

Part-time work on maternity leave

Is it possible to work part-time while on maternity leave?

The law does not prohibit a woman from working part-time while on maternity leave. External part-time work, internal part-time work and work under an additional labor agreement are allowed.

Legal aspects of working part-time while on maternity leave:

In order to work part-time and not lose the right to benefits, a woman can get a job with a third-party employer under a contract without recording it in the work book.

How to legally earn extra money while on maternity leave?

Is it possible to work another job while on maternity leave and keep state child benefits? There are several ways to make money legally while on maternity leave.

Work from home

Working from home is available to maternity workers in office or creative professions, accountants, and handmade craftswomen.

There are several options for earning money:

All of the above earning options guarantee the maintenance of care benefits for up to 1.5 years.

Remote employment

Remote work or freelancing is an affordable way to earn money for a woman on maternity leave.

Work on the Internet in most cases is carried out on a contractual basis, does not require formal paperwork and is paid upon delivery.

There are special sites for young mothers that offer assistance in obtaining remote work.

Activities:

How not to violate labor laws when doing part-time work while on maternity leave?

Here we should be guided by the principle “what is not prohibited is permitted.” And it is prohibited to simultaneously work full time with official employment and receive benefits or maternity leave.

Thus, a young mother has a legal opportunity to combine part-time work with child care and maintain social benefits.

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