In general, it is possible to take on an assignment with MSF during parental leave or a sabbatical. Below, you will find a short description of the process involved.
Information on unpaid leave/sabbatical
In the context of unpaid leave (known as parental leave under labour law), both work and remuneration cease for a certain period of time. The employment relationship is not terminated, though, but all rights and obligations arising therefrom are suspended for the duration of the leave. For unpaid leave of up to one month, the employee's compulsory insurance will remain in force. In the case of unpaid leave of more than one month, the employee must ensure that social security contributions are paid by means of self-insurance. In this case, contributions must be paid in full by the employee (i.e., both the employee's and the employer's contribution), and registration for compulsory insurance must be made one day prior to the starting date of the leave period.
Information on sabbaticals
In a sabbatical model, and in contrast to parental leave, only the work performance is suspended, while the entitlement to remuneration continues. There is no legal basis for sabbaticals, and while there are sometimes provisions in collective agreements, arranging a sabbatical ultimately rests within the responsibility of employer and employee. It is common to use savings models to collect time credits by working overtime and extra hours without payment, with the subsequent consumption of the time off entitlement at a stretch; or remuneration reductions for a certain period, combined with partial remuneration during the sabbatical (e.g., three years of 100% work performance with 75% of the salary, and 75% of the salary payment with 0% work performance in the fourth year). Reasons for taking a career break vary greatly. Due to the continuous entitlement to remuneration, compulsory insurance of the employee remains in force.