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<p>The new Maternity Protection Act (MuSchG) enacted in 2018, is intended to enable pregnant employees to carry out their work, to protect the pregnant employee and the child and to counteract discrimination. Nevertheless, a&#xa0;ban on surgical activities or even a&#xa0;ban on employment is often issued, although the law first requires the workplace to be reorganized to enable the pregnant employee to continue working. In many cases, such bans are issued without the legally required risk assessment, which constitutes prohibited discrimination. In ophthalmology, the sedentary nature of the work and the short operating times mean that conditions are comparatively favorable to enable pregnant doctors to continue their surgical work. The procedures following notification of pregnancy by a&#xa0;member of staff as well as some innovations in the MuSChG are explained. Hazards in ophthalmology, such as infection risks and the handling of hazardous substances (e.g., mitomycin&#xa0;C or 5‑fluorouracil) are discussed in detail. The potential handling of anti-vascular endothelial growth factor (VEGF) drugs in intravitreal injections and the risks of needlestick injuries in relation to human immunodeficiency virus (HIV) and hepatitis&#xa0;C are also discussed. The nondiscriminatory requirements and support of female doctors during pregnancy are not only required by law but are also socially, organizationally and economically necessary in times of a&#xa0;shortage of doctors. This includes not only enabling surgical activities during pregnancy but also nondiscriminatory planning of the return to work in order to promote the training and further education of women during and after pregnancy.</p>

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Operieren in der Augenheilkunde während der Schwangerschaft

  • 期刊论文

  • 发表日期：

    2025年1月27日

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  • Katrin Gekeler,
  • Viktoria C. Brücher,
  • Anja Liekfeld,
  • Maya Niethard

摘要

The new Maternity Protection Act (MuSchG) enacted in 2018, is intended to enable pregnant employees to carry out their work, to protect the pregnant employee and the child and to counteract discrimination. Nevertheless, a ban on surgical activities or even a ban on employment is often issued, although the law first requires the workplace to be reorganized to enable the pregnant employee to continue working. In many cases, such bans are issued without the legally required risk assessment, which constitutes prohibited discrimination. In ophthalmology, the sedentary nature of the work and the short operating times mean that conditions are comparatively favorable to enable pregnant doctors to continue their surgical work. The procedures following notification of pregnancy by a member of staff as well as some innovations in the MuSChG are explained. Hazards in ophthalmology, such as infection risks and the handling of hazardous substances (e.g., mitomycin C or 5‑fluorouracil) are discussed in detail. The potential handling of anti-vascular endothelial growth factor (VEGF) drugs in intravitreal injections and the risks of needlestick injuries in relation to human immunodeficiency virus (HIV) and hepatitis C are also discussed. The nondiscriminatory requirements and support of female doctors during pregnancy are not only required by law but are also socially, organizationally and economically necessary in times of a shortage of doctors. This includes not only enabling surgical activities during pregnancy but also nondiscriminatory planning of the return to work in order to promote the training and further education of women during and after pregnancy.