The Academic
Fixed-Term Contract Act (Wissenschaftszeitvertragsgesetz (WissZeitVG)) contains
a few rules for early career researchers with family responsibilities. Which
rules apply in your situation depends essentially on your type of employment.
According to Section 2 (1) of the Academic Fixed-Term Contract Act, the
maximum fixed-term contractual period can be extended by periods of absence (Nachholzeiten)
(maternity protection periods and parental leave). At Goethe University
Frankfurt, the fixed-term period is usually limited until the 12th
year of the contract in accordance with Section 2 (1); only after 12 years
(previous periods have been exhausted) does the fixed-term period begin in
accordance with Section 2 (2).
If the employment contract is a fixed-term contract in accordance with
Section 2 (1) of the Academic Fixed-Term Contract Act, i.e. if there is what is
called a “training time limit" (Qualifizierungsbefristung), the employment
contract is extended after the maternity protection periods and parental leave.
If the employment contract is a fixed-term contract in accordance with
Section 2 (2) of the Academic Fixed-Term Contract Act, i.e. if it is limited
because it is financed from third-party funding, the contract will not be
extended by the periods of absence without further ado. Extension options
depend on the third-party funding organisation, and it might be necessary to
find individual solutions.
Employment duration in the case of doctoral degrees
The Executive Board has decided that doctoral employment contracts for
posts funded by the State of Hesse will continue to be concluded for the
duration of 5 years (3+2 years).
In the interest of quality assurance, the Executive Board recommends
that the faculties also apply this regulation to posts financed from third-party
funds.
In general, employment into the sixth year prior to completing the
doctoral degree can continue, upon application by the faculty, if the
individual concerned has care responsibilities towards:
- One
or more children under 18 years of age
or
- Relatives
in need of care
Periods of employment as a student or research assistant in the Master's
phase, employment as a non-academic staff member as well as periods of
employment at other universities and at research institutions at Goethe
University Frankfurt do not count towards employment in the sixth year, provided
that the maximum permissible fixed-term period of six years for a doctoral
degree is not exceeded.
If the conditions mentioned above are not met, employment in the sixth
year can only continue if the faculty suspends filling the post again for an
additional three months.
Family policy component
Upon application by the staff member and the faculty, the extension of a
fixed-term contract under consideration of the family policy component pursuant
to Section 2 (1) Sentence 3 of the Academic Fixed-Term Contract Act must in
principle be granted. In this way, it is possible for the overall duration of
fixed-term employment permissible during the doctoral and postdoctoral phases
to be extended by two years per child. There is, however, no statutory
entitlement to application of the family policy component.
The administrators in the Staff Services
Department (in German only) and the Family
Service at the Equal Opportunities Office are on hand to advise you.
Further information
Academic Fixed-Term Contract Act and the coronavirus pandemic
