Maternity protection in professional football: pregnancy, leave and pay

Pregnancy must not change a professional football player’s sporting and contractual future to her disadvantage. There are nevertheless practical questions for player and club: may the player continue training, when does maternity leave begin, how is pay calculated and how can the return be organised?

FIFA rules provide a specific protection framework. It must be read together with the player contract, applicable national rules and a medically safe training plan. A general injury review or an ordinary club transfer does not answer these questions.

FIFA provides female players with a specific protection framework. Pregnancy must not result in the player being pushed out of the contractual relationship or disadvantaged in her sporting development. The current edition of the Regulations on the Status and Transfer of Players is decisive for the case.

The player can generally decide whether and in what safe form she wishes to continue sporting activity. The club must respect the health situation and specific medical guidance. Training, matches, travel and recovery therefore cannot simply be treated as an unchanged standard case.

The FIFA regulations do not replace the player contract or mandatory national rules. The parties must identify the rules governing the employment relationship, the services promised and who may make medical decisions. The topic page on clubs and player contracts provides further contractual context.

The FIFA rules provide for maternity leave of at least 14 weeks for female players. At least eight of those weeks must follow the birth. Under the FIFA minimum standard, the player is generally entitled during that period to at least two thirds of the contractually agreed remuneration, unless national law or a collective or contractual arrangement provides more favourable protection.

Maternity leave and any national concept of parental or career leave are not automatically identical. The FIFA maternity period describes a sporting protection minimum. Whether additional leave or more favourable pay applies depends on the governing law and the classification of the specific contract.

For accounting purposes, fixed pay, appearance bonuses, points bonuses, benefits and other variable elements should be assessed separately. A bonus may depend on an actual appearance or on another contractual condition. The topic page on remuneration and bonuses provides the general contractual basis.

Pregnancy does not automatically change the agreed contract duration. In particular, a fixed-term contract should be reviewed early to establish its end date, duties during maternity leave and whether a return requires a further agreement.

Termination or disadvantage because of pregnancy, childbirth or maternity leave is incompatible with the FIFA protection framework. The actual reason, timing, communications and contract clauses matter when assessing a club statement. Calling a measure a sporting decision does not answer the legal question.

An extension must not be assumed either. Contract duration, options, mandatory law and the parties’ actual agreement are decisive. For a dispute about contract end or an alleged breach, the page on termination and dispute resolution offers a further starting point.

After maternity leave, the player should be able to return to sporting activity. This requires a clear arrangement for examination, gradual loading, training access, travel and the first match. The return plan must respect the medical assessment and cannot replace it with contractual performance targets.

Club and player should record responsibilities in writing. This includes the medical point of contact, the necessary flow of information, alternative training and the date for a further meeting. Medical details should be shared only with people who need them for care or legal assessment.

The return is different from an ordinary injury absence. Pregnancy and the period after birth engage the specific maternity protection framework and should not be forced into an unsuitable injury template. This helps prevent the wrong contract clauses or standard process from being applied.

For an initial legal assessment, keep the complete player contract, amendments, duration and bonus rules. Accounts, payment records, training and match plans and written club communications are also useful.

Set out the events in chronological order: notification of pregnancy, discussions about training and matches, start of maternity leave, birth, return planning and any contract amendment. A short timeline shows whether statements are consistent and which issue remains open.

Health information should not be distributed without control to the entire club or third parties. For contract assessment, information about safe fitness for work, the required period and the responsible medical care may initially be sufficient. Details should be treated confidentially.

Treating pregnancy as an ordinary injury: FIFA protection for pregnancy, maternity and return has its own basis and should not be replaced by an arbitrary injury process.

Automatically continuing or stopping all pay: Fixed pay, bonuses, benefits and national entitlements may have different bases. The accounts must follow the contract and applicable law.

Ignoring the contract end date: Maternity leave does not automatically extend a fixed-term player contract. Duration, options and any agreement should be reviewed early.

Sharing medical information widely: Only necessary information should be shared for training and organisation. Full findings belong with the responsible care team.

Discussing the return only orally: Examination, gradual loading, training access and contacts should be recorded in a short written summary.

How long is maternity leave under the FIFA rules?
The FIFA minimum standard provides at least 14 weeks, including at least eight weeks after the birth. National law or a more favourable agreement may provide greater protection.

How much pay is due during maternity leave?
Under the FIFA minimum standard, at least two thirds of the contractually agreed remuneration is generally protected unless more favourable national or contractual rules apply. The individual remuneration elements must be assessed separately.

Can a player continue training during pregnancy?
Sporting activity is possible only in a safe form compatible with the medical situation. Player and club should coordinate training, matches, travel and adjustments specifically.

Does maternity leave automatically extend the player contract?
There is no general answer. Contract duration, extension options and applicable national law must be reviewed alongside the FIFA rules.

What matters for a planned return?
Examination, gradual loading, training access, communication and the first match should be set out in a traceable plan. Medical decisions remain with the responsible professionals.

First organise the contract, amendments, pay records and previous communications. Record the maternity period, contract duration and planned return separately.

Then compare the current FIFA framework with applicable national law and the specific contract. Safe sporting activity, pay, protection from disadvantage and return to training are the central points.

If you want to assess maternity protection, a contract clause or pay for a professional football player, provide the contract, amendments and a short timeline. Mag. Bernhard Brandauer, Rechtsanwalt, will help you identify the next practical steps.