This article is also available in:

How do I add a work exemption for my pregnant or breastfeeding employee?

When a pregnant or breastfeeding employee cannot continue working due to occupational health risks and no suitable reassignment is possible, she may be granted a work exemption. During this period, she receives a maternity allowance (pecuniary indemnity) directly from the CNS instead of her regular salary.

When does a work exemption apply?

A work exemption may be granted when:

The employee is exposed to dangerous biological or chemical agents
The work requires transporting loads over 5 kg
The position involves risky postures (prolonged standing or squatting)
The employee works night shifts (between 10 p.m. and 6 a.m.)
No suitable daytime position or reassignment is available

For breastfeeding employees, this protection continues until the child's first birthday.

Recording the exemption in Salary.lu

Once the work exemption has been confirmed by the occupational health physician, record it in the system:

Log in to your Salary.lu account
Go to the "Leaves" section
Click "Add"
Select the employee concerned
Choose "Illness leave (Paid by CNS)" as the leave type
Enter the start and end dates as specified in the medical documentation
Save the leave record

Only add this leave after the exemption has been officially confirmed by the occupational health physician (médecin du travail). The employer must obtain this favourable opinion before the CNS will process the allowance.

What happens after recording?

For companies using SECUline, the declaration is automatically transmitted to the CCSS
The employee will receive her maternity allowance directly from the CNS
The employer is no longer obligated to pay the salary during this period

If the exemption period needs to be extended or shortened, you can update the leave record accordingly.

About breastfeeding breaks

Breastfeeding breaks are different from a full work exemption. A breastfeeding employee who returns to work is entitled to:

2 breaks of 45 minutes each per workday, or
1 break of 90 minutes if the workday is interrupted by a break of less than one hour

These breastfeeding breaks are considered working time and are paid by the employer, not the CNS. They do not need to be recorded as leave in Salary.lu.

Updated on: 28/01/2026

Was this article helpful?

Thank you!