The extension of the maternity benefit in the private sector from 2023 for another three months, i.e. from six months to nine, is being promoted by the Ministry of Labor and Social Affairs with a provision to be included in the rationalization bill. and the modernization of the insurance system, which is expected to be brought to public discussion shortly after statements by Prime Minister Kyriakos Mitsotakis from the stage of the Thessaloniki International Fair (TIF).

In particular, with the proposed regulation, the period of special maternity leave is increased from six to nine months for e-EFKA insured mothers (i.e. IKA-ETAM) who are employed as employees in a fixed or indefinite employment relationship.

According to the clarifications of the Ministry of Labor and Social Affairs, a mother today receives a basic minimum wage for six months for special maternity protection, i.е. 713 x 6 = 4,278 euros (gross).

By extending the allowance for three months, he will receive 713 x 9 = 6,417 euros gross. In both cases, she receives both a share of Christmas and Easter gifts and a share of vacation, depending on the period of time that her allowance falls on.

It is noted that the allowance is paid by the State Employment Service (DYPA).

Benefits

According to the Ministry of Labor, the ruling is primarily aimed at supporting the family and effectively balancing the public and private sectors, as it provides for the extension of maternity protection for private sector workers in proportion to the special parental leave to which they are entitled. mothers working in the public sector.

At the same time, the measure can be applied alternatively to the father. According to the information, the mother has the right to transfer up to seven months of special maternity leave to the father if he works on a fixed or indefinite basis in enterprises or holdings, full or part-time. As long as the father receives the leave given to him by the mother, he is entitled to benefits and consequences in terms of insurance coverage, as defined in the regulation.

What’s true until today

In accordance with the current legislation, the following conditions are established for the granting of a special maternity benefit: insurance with the EFKA, an active employment relationship of dependent work both at the beginning and during the maternity leave, and receipt of maternity benefit from e-EFKA (t . IKA-ETAM) or Special Account for Hotel Staff.

The beneficiaries are also mothers in accordance with Article 1464 of the Civil Code of the Russian Federation, who acquire a child by surrogate motherhood, as well as employees who adopt a child from the moment the child enters the family and until he reaches the age of eight, provided that they comply with the above conditions.

DYPA is obligated to pay a working mother a monthly amount equal to the minimum wage, determined each time on the basis of applicable regulations, as well as a share of holiday gifts and vacation pay, based on the above amount.

When employed up to four hours a day or up to 13 days a month on average during the semester preceding maternity leave, the amount paid is half the amount determined above.

The time of special maternity leave is counted as insurance period in the e-EFKA pension and sick leave department (section IKA-ETAM), as well as in the supplementary insurance department, and the determined contributions are calculated on a case-by-case basis. – in the case specified, the amount from which DYPA deducts the insured’s statutory contribution and pays it to e-EFKA (i.e. IKA-ETAM) and the relevant support fund, together with the employer’s statutory contribution covered by the Service.

Procedure and deadline for submitting an application

An eligible mother may submit an application to the competent KPA2 DYPA office within an exceptional period of 60 days after the end of maternity leave (maternity leave) or leave equal to a reduced number of hours, if granted, or annual ordinary leave, if any. provided for, on the basis of timing, in accordance with the regulations in force and, in particular, in the event that, after receiving special maternity leave, there is no time to receive annual basic leave until 31/03 of the next calendar year.

The application is submitted in two ways either through DYPA e-services or through KEP by the beneficiary himself or through a representative, and the decision is made either through a personal account in DYPA e-services or by the competent DYPA service.

The documents

The required supporting documents to be submitted are as follows:

– Certificate from the employer, which will indicate the active employment relationship at the time of the start of the maternity leave, the type, form and duration of the employment relationship, monthly earnings, average number of hours of part-time work, date of employment (and for fixed-term contracts, their duration ), receiving the annual regular leave that may have been granted after maternity leave or the equivalent of a shortened working day, as well as the provider of additional insurance and the employer and employee sum. contributions.

– Copy of certificate of maternity benefit (breastfeeding-delivery) from e-EFKA (i.e. IKA-ETAM) or Special Account for Hotel Workers.

– A responsible statement by the beneficiary, with which she undertakes to notify within eight days the competent department of the Organization of any changes in her employment relationship. This application is an integral part of the online application, it is written at the “CONFIRMATION” stage and consent to it is required before the final submission of the application.

– Deposit account number (IVAN), in which the insured is the sole beneficiary or the first in the case of a joint beneficiary.

– Residence permit or work permit for third-country nationals.

It is clarified that the competent DYPA office has the right to request any additional supporting documents, if they are deemed necessary for making a decision.

RES – OIE