Posts Funded By Third Parties

Posts financed by third parties are subject to a contract between the University of Fribourg and the person hired, so the University of Fribourg's staff regulations apply.

First inform the Human Resources Service of the University and then your supervisor about your or your partner's pregnancy. It is then up to your supervisor to inform the third party (the SNF or another institution) about the announced pregnancy and your maternity or paternity leave.


  • Maternity leave

    From 1 January 2022, following the revision of the Personnel Law (LPers), all employees will be entitled to 16 weeks, regardless of the nature and duration of their contract.

    Until then, the following rules are currently in force:

    • For an open-ended contract: 16 weeks; 12 weeks for employees in their 1st year of employment, who do not return to work at the end of their leave.
    • For a fixed-term contract of one year or more: 16 weeks, but leave ends at the latest at the end of the contract.
    • For a fixed-term contract of less than one year: 8 weeks; 4 weeks if the employee is pregnant when hired. The rest of your maternity allowance entitlement is paid directly to you by the relevant payment fund, at your request, for up to a maximum of 14 weeks after delivery, but only at 80% of final salary.


    Good to know:

    • The employee can take up to 2 weeks of her paid maternity leave before the expected delivery date.
    • In all cases, and regardless of the contract, the employee is not authorised to return to work in the 8 weeks following delivery.
    • The employee has the option to extend her maternity leave, provided that her line manager authorises this. This extension can be taken from holiday leave or by applying for unpaid leave.
    • If you lose the child after the 23rd week of pregnancy, you are entitled to paid maternity leave of 8 weeks with 100% of salary retained.


  • Paternity leave
    • For any type of contract: 15 working days of leave are granted pro rata the employment rate of the employee and the duration of the employment contract; the days can be taken in one go or split, at the latest in the first six months following the birth of the child.
    • The employee has the option to extend his paternity leave from holiday leave or unpaid leave. The approval of his line manager is necessary for this.


  • Other paid leave

    Some information:

    • In the case of the (non-chronic) illness of a child, with medical certificate, 5 days per calendar year are granted, per child under 16.
    • In the case of the illness or serious accident of a member of the household (except children), 3 days a year are granted.
    • In the case of adoption, currently, the paid leave granted is 12 weeks for a female employee and a maximum of 4 weeks for a male employee. From 1 January 2022, following the revision of the Personnel Law (LPers), a 12-week period will be granted to both female and male public sector employees in the case of adoption leave. If both parents work for the State of Fribourg, only one of them will benefit from the 12-week leave. The other parent will have 15 days' leave. It is up to the parents to decide on the division of leave.

    The full list of paid leave granted by the State of Fribourg upon request by an employee is available in Art. 67(1) of the Personnel Regulation (RPers).

    RPers (Fr/De)


    You should also know that :

    • Employees of the State of Fribourg who have one or more children receive an employer's allowance.

    Family carers supplement