Children and family
The Humboldt Graduate School building Luisenstraße 56 has a family room for use by doctoral candidates, conference visitors, and staff with children. It has a cosy area for children and their minders, with a cot, a sofa, toys, etc., and is equipped with two desks, one with a PC (internet and W-LAN access is available by application).
To book the family room and internet/W-LAN access, please contact the Humboldt Graduate School's Management Office: (030) 2093-89700, hgs-office-please remove this email@example.com
Location of family room: Humboldt Graduate School, Luisenstraße 56, Haus 1, North Wing, 1st Floor, Room 219.
KidsMobil: Babysitters for M&B’s academic members
For doctoral candidates and faculty members. To book professional babysitters or child minders, read this page on our website: KidsMobil child care service and contact us on mb-manager-please remove this firstname.lastname@example.org, (030) 2093-89750. This service is not available for administrative staff (sorry!).
Brochure „Vereinbarkeit von Promotion und Familie“ (Reconciling doctoral phase and family)
Die Broschüre „Vereinbarkeit von Promotion und Familie. Eine Informationsbroschüre für die Humboldt-Universität zu Berlin, aber auch für andere Universitäten” (download pdf 3.9 MB) zu finden.
Was leistet die Broschüre?
- Sie stellt die verschiedenen gängigen Finanzierungsmodelle während einer Promotion vor (Haushaltsstelle, Drittmittelstelle, Stipendien sowie sonstige Finanzierungsmöglichkeiten) und gibt für die jeweils verschiedenen finanziellen Rahmenbedingungen Informationen über Elternzeit, Elterngeld, Krankenversicherung usw.
- Sie gibt Hinweise zur Arbeitssicherheit für schwangere Doktorand*innen und praktische Tipps zur alltäglichen Vereinbarkeit.
- Sie enthält eine Checkliste für Doktorand*innen für die Zeit der Schwangerschaft, Mutterschutz, Elterngeld und Elternzeit sowie einen Leitfaden für Vorgesetzte bzw. Promotionsbetreuer*innen.
- Sie deckt auch den Bereich der Pflege und andere Betreuungsvereinbarungen ab.
- Zusätzlich bietet sie zwei Interviews mit Doktorand*innen als Best Practice-Beispiele sowie eine umfangreiche Link- und Literaturliste.
Die Broschüre wurde von den dezentralen Frauenbeauftragten der Humboldt Graduate School, Uta Caroline Sommer und Juliane Schiweck, initiiert und umgesetzt und im Juni 2018 vom Familienbüro der Humboldt-Universität als „Familienfreundliches Projekt 2018“ ausgezeichnet.
Momentan liegt die Publikation nur auf deutsch vor, eine Übersetzung ins Englische ist geplant.
Humboldt-Universität Family Office
Humboldt-Universität zu Berlin has a Family Office. If you are a candidate at FU Berlin, TU Berlin, Charité, etc., please check with their family offices.
Important information for M&B doctoral candidates who study on scholarships
This is what you should know about scholarships, and about the difference between scholarships (= stipends - these two terms are used synonymously in Germany) and salaried (university) positions:
By law and owing to the rules of third-party funding agencies, the entitlements, terms and conditions regarding prolonged illness, pregnancy, Mutterschutz (maternity protection), Kindergeld (child support), and Elternzeit (parental leave) differ significantly for people who are on ...
- salaried (university) positions that include both employers' and employees' statutory monthly contributions to the national income tax, social security, unemployment insurance, pension schemes, and health insurance,
- taxfree third-party-funded research scholarships that demand from scholarship holders neither further financial contributions (apart from obligatory [reduced] health insurance payments) nor statutory duties to their university/research institution or the state.
Scholarship holders are not employees, and the only real obligation they have is to devote their time fully to their research project. However, this freedom also means that they are ...
- not entitled to four to six weeks of statutory paid holidays (as most employees in Germany are), and holiday breaks thus need to be negotiated with heads of labs and/or supervisors and/or the school,
- not entitled to continue to receive their research-related scholarship during long periods of sickness – past six weeks, the school and the DFG or other resp. funding agencies need to be informed,
- not entitled to take parental leave (Elternzeit) while continuing to receive their monthly research-related scholarships. When they pause their scholarship to apply for state-funded parental leave payments, they will only receive the minimum of 300 Euro per child (Elterngeld). Owing to a change in funding, from 2017, M&B will not be able to guarantee extensions of scholarships for parents anymore,
- (usually) not entitled to paid maternal protection leaves (Mutterschutz) of 6 weeks before birth and 8 weeks after birth, though some funding agencies now have begun to grant this period as a paid break with no research obligations,
- not entitled to state-financed child support (Kindergeld) payments. Owing to a change in funding, from 2017, M&B will not be able to guarantee child subsidy payments anymore.
The reason for this general non-entitlement to state-funded payments is that paid holidays and the right to government-funded sickness payments, parental leave, more comprehensive payments during parental leave, and child support are state-subsidized benefits that are linked to the previous employment and tax payments of the person in question. These benefits, therefore, do not apply to people who neither pay taxes nor make any other contribution into the public purse.
This is your job: Find out from your scholarship granting agency/institution whether and to what extend they will be able to support you in case of parenthood (e.g., extensions, part-time options, extra funding ...).
So why scholarships?
So why are scholarships/stipends used to fund doctoral candidates, and not exclusively salaried positions? There are many reason for this:
Scholarships are much more flexible regarding duration and distribution: work permits are not required for scholarship holders; scholarships can be allocated flexibly for shorter or longer periods; scholarships can be allocated for any project developed by doctoral candidates themselves, because scholarship funds are usually not part of supervisors' detailed and thus restrictive project proposals for which third-party funding was granted; scholarships usually grant maximum freedom and time for research (no teaching, little supervision of bachelor or master students, little administrative obligations to the institution, which with salaried positions take up to 50% of doctoral candidates' time); scholarships cost a quarter of a full-time doctoral position. - For graduate schools this means that with the sum required to employ one full-time doctoral candidate they can admit four candidates on scholarships to their education and training programs. To be able to give four people the chance for research and education instead of one is a strong argument. However, the questions whether giving more people a chance is a good enough reason for scholarships, and whether more people with doctorates is a good or a bad thing, are part of an ongoing public debate about doctoral education and the ideal number of doctoral candidates accepted into doctoral studies world-wide. You, your supervisors, research group leaders, our graduate school, the universities, the research-funding agencies, politicians, the taxpayer, future employers, are all part of this ongoing discussion and the quest for the best way forward for doctoral research, education, and training in Germany.