Information for employees

Last update: 27 May, 2022

Flexible work arrangements

Until October 31, 2022, people can continue to work from home on a voluntary basis, provided this is technically feasible and the arrangement does not impair proper service. The relevant managers are individually responsible for organizing the details.

Work from quarantine and regulations for risk groups

During the quarantine period, work must be performed in the home office (provided that the employee is fit for duty or work). If this is not possible, time off from work must be granted.

For employees for whom infection with the Corona virus poses an increased health risk (see RKI instructions), the necessary measures are to be coordinated in consultation with the attending physician - if necessary with the involvement of the company medical service (e.g. no public traffic, no service center, work in the home office, etc.). A risk assessment must also be carried out before starting work. If the measures deemed necessary by the doctor cannot be implemented, the doctor must decide whether the employee is fit for duty or work. The employer must be notified immediately of any incapacity for work and proof of this must be provided in the form of a medical certificate of incapacity for work. In addition, there is always the possibility that vacation and flexitime entitlements may be reduced.

Business trips

Business travel is possible provided that compliance with the current valid hygiene rules is guaranteed both during travel and during the discharge of the object of such travel.

Further information for employees of LMU

If you have any questions regarding the performance of work or continued payment of wages, please contact your direct superior or your immediate supervisor, your faculty or department or the person responsible for you in the LMU Human Resources Department.

If you have any additional questions, please contact: gesundheit@lmu.de

Further information for employees of the LMU

  • If the child is confirmed to be ill with COVID-19, the above requirements for persons who have been in contact with a sick person must be observed. In case of any other illness of the child, the usual regulations apply (see more information in the Serviceportal - under work release due to illness of a child)
  • Employees who must stay at home to care for their children due to the general closure of a child-care institution are granted home office or subsidiary leave of absence (with continued payment of wages) for the entire duration of the closure of schools (i.e. not during school holidays) and other care facilities. In contrast to home office, leave of absence can only be granted if the employee is otherwise unable to provide care despite having exhausted all possibilities. The need to take care of children needs to be laid out specifically, especially if children are older than 14. Employees are not permitted to bring children to the LMU. In any case, please inform your direct supervisor.

Please note that during the holidays, subsidiary leave of absence for childcare cannot be granted. In this case, overtime hours and/or vacation days must be brought in; alternatively, unpaid leave can be taken. In exceptional cases, paid leave of absence can only be granted if other childcare facilities (crèche, kindergarten, after-school care, day-care centre, etc.) are closed due to the pandemic. However, this only applies in the event of pandemic-related closure - if it would have been regularly closed anyway, then this possibility does not exist. This exception only applies to so-called institutionalised childcare facilities that are regularly and permanently attended outside the holidays (i.e. not for holiday care services, e.g. through sports clubs, circus workshops, municipal holiday programs and care provided by grandparents, relatives, friends).

The need for childcare must be specifically demonstrated and must be checked by the supervisor. For children over 14 years of age, the need for care must be specifically justified. Paid leave can only be granted by the personnel department.

These regulations also apply in case that school or child care is only offered in a limited fashion.

In case of an individual class or child-care facility closing due to a specific case of infection with Covid-19, leave of absence can be granted for up to 10 days if no other child care can be secured.

Home office and subsidiary release from work (with continued payment of wages) will in future also be granted if this is absolutely necessary to care for a relative in need of care and the care is not otherwise possible. The need for care must be specifically explained and examined. This applies in particular if the relatives are not cared for at home.

  • During quarantine in Germany, work must be performed in home office (provided that you are fit for duty or work). The respective supervisor will determine suitable activities with the affected persons. If no activities are conceivable to be performed from home, the persons concerned are released from performing their work. During the regular working hours, they must be available at all times for (possibly also partial) commencement of work. During this time, cases of sickness must be reported to the university.
  • Employees under quarantine outside Germany (only if ordered by the security authorities in the sense of quarantine measures) are released from work with continued payment of their salary.
  • If employees on vacation are affected by quarantine measures, the vacation is terminated from this point in time and "replaced" by a release from duty.
  • Employees who are unable to return home from abroad due to other safety regulations, are released from work and continue to receive their salary. If the return journey is not possible for other reasons, further steps must be agreed with the Human Resources Department.
  • If a trip for private purposes (vacation etc.) is planned or undertaken while travel warnings with respect to Corona by the Foreign Office are in effect or the „Einreisequarantäneverordnung“ stipulates quarantine upon return, this is deemed irresponsible behavior in accordance with the regulations by the responsible state ministry. Hence, leave of absence due to quarantine measures or difficulties in returning must not be granted in these cases.

Unfortunately, we are not allowed to reimburse the costs of a travel cancellation insurance due to the regulations of the Bayerische Reisekostengesetz (Bavarian Travel Expenses Act). Moreover, such an insurance would normally only pay in the event of your own serious illness. Not insured are concerns about illness or travel to countries for which the Foreign Office has issued travel warnings. Many providers also rule out epidemic or pandemic scenarios. It is recommended to purchase fully flexible or cancelable tickets. The additional costs incurred can be claimed as part of the reimbursement of travel expenses. Please note on the travel expense report that the booking of the more expensive ticket was necessary due to the dynamic development of the spread of the corona virus.

The workplace of the employee (office, workshop, etc.) must be closed immediately after knowledge of the confirmed illness, and further use is prohibited. This also applies to shared workplaces such as shared offices, etc. Before resuming use, surfaces must be cleaned with disinfectants. Please inform facility management in this case.

Employees who do not have locking authorization for the front door of their office building can find the application procedure in the Serviceportal.

We ask for your understanding that the processing may take some time and hope that in the meantime a practicable access to the workplace can still be guaranteed, e.g. by consultation with colleagues.


According to the State Ministry of Labor and Social Affairs and the State Ministry of Science and the Arts pregnant women who carry out activities involving contact with other people are generally still forbidden to work ("Beschäftigungsverbot").

A pregnant woman can therefore only go to work if protective measures are taken to ensure that the pregnant woman is not exposed to a higher risk of infection in the workplace than the general population. To this end, it is mandatory to prepare a risk assessment for the pregnant woman's work at the workplace or to extend the existing risk assessment to include the risk of the corona virus. If you need advice, please contact the specialist responsible for occupational safety at the Stabsstelle Arbeitssicherheit und Nachhaltigkeit (Serviceportal/keyword “Arbeitssicherheit”) and the Betriebsärztliche Dienst (Serviceportal/keyword “Gesundheit am Arbeitsplatz”).


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