Work removal
Does your work situation pose health risks for mother and child? The occupational physician may then decide that you are no longer allowed to work in that situation.
Before removing you from work, your employer must consider whether other work without health risks is possible. Isn't that possible? Then you must temporarily stop working completely or partially. Work removal can be done in two ways:
- during your pregnancy;
- after birth, up to a maximum of five months after delivery.
The occupational physician determines the duration.
Provide CM with these documents
Applying for work removal is easy in My CM or in the My CM app. Add the following documents to your application.
- a certificate completed by the employer, together with the certificate regarding the decision on compulsory removal from work by the occupational physician (both in the case of removal from work during pregnancy and after birth);
- a medical certificate from your doctor stating the expected date of delivery. Are you having multiple births and is it a matter of being away from work during your pregnancy? Then this must also be stated on the medical certificate.
Provide CM with information sheet
You will receive an information sheet from CM and proof of resumption of work. You must complete this information sheet and return it to CM as quickly as possible. The quickest way being: www.cm.be/inlichtingenblad. Your employer will receive a request for salary data directly from CM.
Provide CM with proof of return
No later than eight days after the end of the work removal, you must return the completed proof of return to work to CM.
Benefits
Work removal before childbirth
During the mandatory time away from work for childbirth, private sector employees, public sector contractual employees and childminders receive a benefit from CM twice a month.
In the event of complete removal from work, the benefit amounts to 78.237 percent of the capped gross salary.
If you do not stop working completely, or if you start a new activity (e.g. a flexi-job) during your period of complete work removal, then this is a case of partial work removal. This has consequences for the calculation of your benefit.
In the case of partial work removal , the salary you earn for the work you still perform is taken into account. In the case of a partial removal from work, the procedure and benefit are different from those for a complete removal from work:
- You work for 1 employer
You will be given alternative work or you may only continue part of your regular work, which will result in a loss of wages. Your benefit is 60% of the difference between the average gross daily wage that you earned before the work removal and the gross daily wage from the alternative work.
Is that difference higher than the legally determined maximum amount? Then you will receive 60% of this maximum amount. An income statement from your employer is required every month.
- You work for 2 employers
One requires you to stop work because of the risks to you and your child; with the other you can continue working because there are no health risks.
The benefit amounts to 60% of the salary from the activity(ies) that you stopped. Is your salary from the discontinued activity(s) higher than the legally determined maximum amount? Then you will receive 60% of that maximum amount.
- As an employee you also have an independent activity
As an employee you have to stop because the work entails risks for you and your child. Do you want to continue your independent activity? Then you need permission from the advising doctor. Please complete this application form.
Your benefit will be calculated as above and reduced by 10%.
- You start a new paid activity, for example a flexi-job
Starting a new paid activity (flexi-job or other) during a period of removal has a major negative effect on your benefit. In many cases, the additional income from the new activity during this period does not outweigh the decrease in your benefit, and therefore does not provide any financial advantage.
Your benefit in this situation will then amount to 60% of the difference between the average gross daily wage that you earned before the removal from work and the average gross daily wage of your new activity. Is that difference higher than the legally determined maximum amount? Then you will receive 60% of this maximum amount. An income statement from your new employer is required every month.
Work removal after childbirth
- For employees who are not allowed to resume work after giving birth by the occupational physician because they are breastfeeding, the benefit is 60% of the capped gross salary.
- In the case of partial work removal, the wage you earn through the resumed activity is taken into account, in the same way as stated under 'work removal before childbirth'.
- Do you want to carry out an independent activity during this period? Then you need permission from CM's consulting physician. Your benefit will be reduced by 10%.
Extra information
Breastfeeding
Does the occupational physician not allow you to work again because you are breastfeeding? Then you fall under the work removal scheme. You will then receive a benefit from CM. That's called breastfeeding leave.
Do you decide to stay at home because of breastfeeding? Then you are not entitled to a refund. You then stay at home without benefits. You can also fall back on a time credit system. You can apply for this via the RVA and the unemployment institutions.
Your contract is terminated
A period of work removal is only possible if there is a contract between employer and employee. Is your contract being terminated? Then the removal of work and therefore also the benefits from CM will automatically end.
Do you not have another job (yet)? Register with unemployment to receive a replacement income.