Pregnancy is the decisive fact.
At first glance, the four answers look like a list of possible workplace conflicts. The correct answer does not describe a breach of duty. It identifies a pregnancy known to the employer, for which the law provides special protection.
Protection does not depend on whether an employer finds the pregnancy convenient. Section 17 generally prohibits dismissal during pregnancy. It also addresses the conditions for notifying an employer of a previously unknown pregnancy after a dismissal.
The other three answers
The other answers concern different circumstances. None automatically means “the dismissal is lawful”.
The woman has been sick and unable to work for a long time.
Long-term illness is not the pregnancy described in the correct answer. Dismissal related to illness is nevertheless not automatically lawful; it must satisfy the applicable legal requirements.
The woman often came late to work.
Repeated lateness can matter in employment law. This short sentence alone does not establish that dismissal is justified. The question asks about special pregnancy protection.
The woman does private things during working hours.
Personal activities during working hours are a different possible conflict. Again, the circumstances and legal requirements matter; the test answer does not grant blanket permission to dismiss.
Special protection is not an unlimited guarantee in every case.
The law provides narrowly defined exceptions: the competent authority may permit dismissal in special cases unrelated to pregnancy. An employer cannot simply declare an exception independently.
If the employer does not yet know about the pregnancy, section 17 contains notification rules, generally within two weeks after receipt of dismissal and with statutory exceptions. This guide does not assess an individual case or its deadlines.
§ 17 · Maternity Protection Act ↗Pregnancy is not misconduct.
Identify the protected situation without turning the distractors into automatically lawful grounds for dismissal.
Three words for this question
- die Kündigungdismissal / termination
- Notice that an employment relationship is to end.
- der Mutterschutzmaternity protection
- Legal protection connected with pregnancy and maternity.
- die zuständige Behördecompetent authority
- The public body legally responsible for a particular decision.