What happens to the supplementary health insurance during parental leave?

Parental leave is one of the most common special circumstances in the supplementary health insurance lifecycle. The good news is that coverage remains in effect during parental leave under nearly all plans, and coverage resumes seamlessly upon return.

Default rule: Coverage remains in effect

Unlike with a standard contract termination, the supplementary health insurance is not canceled during parental leave. The employee remains covered under the group policy, insurance coverage continues, and the annual budget remains available for use—including the Family Option, if applicable.

Who pays the premium?

There are two common scenarios here:

  • The employer continues to pay: The employer continues to pay the premium even during parental leave—the simplest option, which is also the standard in most plans.
  • Premium payment deferral agreed: With some plans, it is possible to defer premium payments while the insurance coverage continues with reduced coverage.
  • Transition to an individual contract: Theoretically possible, but rarely advisable during parental leave—the premium would be significantly higher, and coverage would remain in place.

Family matters during parental leave

For family members, parental leave is a particularly important time:

  • Newborns: Can be enrolled in the Family Option within 2 months of birth without a medical examination, often even retroactively to the date of birth
  • Postnatal Care: Mothers and infants can actively take advantage of the expanded care services
  • Childcare Assistance: Some plans offer concierge services to help find midwives, pediatricians, and family counseling

Returning to work

Nothing changes when you rejoin—the bKV continues seamlessly, and the budget for the current year remains available (or the remaining budget, if calculated on a pro-rata basis). No new application, no medical exam.

Sabbatical vs. Parental Leave

The same logic essentially applies to sabbaticals: The employment contract is suspended, but the group health insurance coverage continues. For longer sabbaticals (over 12 months), you should consult with your insurer to determine whether it makes sense to suspend premium payments or adjust the coverage.

What the pension plan should cover

A good benefits policy explicitly outlines how parental leave and sabbaticals are handled—who continues to pay the bonus, when the return to work takes effect, and whether there is a minimum length of service requirement after returning. This helps avoid disputes later on.

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Related terms

Can family members be covered under the supplementary health insurance plan?
Yes, most supplemental health insurance plans offer a family option that covers spouses, domestic partners, and children. During the enrollment window (typically 3 to 12 months after the policy begins), coverage can be added without a medical exam. Depending on the plan, premiums for family members are paid by the employer, the employee, or shared between the two.
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What happens to your supplemental health insurance when you change jobs?
When employees leave the company, they can generally transfer their supplementary health insurance to an individual policy with the same insurer without undergoing a new medical examination. Their coverage remains in effect, and the employee is then responsible for paying the premium. The deadline for this transfer is typically 2 to 6 months after the contract ends.
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Do I need a pension plan?
A pension plan is not required by law, but it is strongly recommended. It provides legal certainty, prevents disputes over the inclusion or exclusion of individual employees, and protects against discrimination claims under the AGG. For small and medium-sized enterprises (SMEs), 3 to 8 pages are usually sufficient, often in the form of a single-page general commitment from the employer.
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