Maternity/Breastfeeding Allowance

1) Concepts: What money are we talking about?

1.1. Temporary disability benefit in case of maternity leave (maternity leave allowance)

This payment is a temporary disability benefit. In practice, this is usually what is meant by "sick leave pay".

The basic principle here is this: The insured person is unable to work due to a medical report; the Social Security Institution (SGK) makes payments for the reported days based on daily earnings determined through insurance techniques and the premium system.

1.2. Breastfeeding allowance (milk money)

The breastfeeding allowance is a one-time payment made to the insured person (and in some cases, the insured man) for each child born . In practice, it is known as "milk money".

This payment is not based on the "number of sick days" like sick pay; rather, the birth event + premium payment requirement + status requirement .

1.3. Maternity leave (not money, just leave)

Breastfeeding leave is not money paid by the Social Security Institution (SGK). It is a matter of labor law: it refers to the hours of leave granted to mothers after childbirth to breastfeed their babies during their daily working hours for a specific period. Different regulations apply to private sector employees and civil servants. Since the focus of this article is on "allowance/money," I am only mentioning breastfeeding leave to clarify any conceptual confusion.

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2) Who can benefit? Why is the 4A–4B–4C distinction vital?

The biggest mistake in SGK (Social Security Institution) benefits is ignoring the difference between "being insured" and "meeting the benefit conditions." This is because maternity and breastfeeding benefits are tied to different criteria based on insurance status

2.1. General framework from the perspective of 4A (employee)

For insured individuals under category 4A, particularly regarding maternity leave benefits:

• the report being uploaded to the system correctly

• Absence of actual work during the reporting period,

• Meeting the premium payment day requirement
  becomes critical.

2.2. General framework in terms of 4B (Bağ-Kur)

In the case of 4B files, in addition to 4A, these two headings practically determine most files:

• Premium/Social Security debt (payment may be blocked if there is debt)

• Completion of processes carried out via e-Government, such as the declaration of non-employment.

In 4B files, the most common reason for the complaint "I have the report but I don't have the money" is a discrepancy between debt/declaration/record despite the existence of the report.

2.3. Brief note regarding 4C (public servant)

The leave and payment mechanisms for public employees work differently. In practice, civil servants already use "maternity leave" through the administration; however, regarding "maternity allowance/social security breastfeeding benefit," payments are often processed through the institution rather than the Social Security Institution (SGK). Therefore, the status and institutional practices should be clarified in civil servant files beforehand.

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3) Maternity Leave Allowance: Conditions, Duration, Application Procedure

3.1. What are the basic conditions for receiving maternity benefit?

In practice, the core conditions for receiving temporary disability benefits during maternity leave are summarized under the following headings:

1. The continuation of insured status at the start of the report
   directly affects the benefit if the insured status is deemed to have ended on the date the report begins. This point is particularly critical in cases where the termination of employment coincides with the dates close to the birth.

2. Premium Day Requirement (Determinant in 4A-weighted files):
   In general practice for maternity leave benefits, a minimum of short-term premium days is required during a specific period before childbirth. In practice, this threshold is "90 days". However, factors such as missing days, unpaid leave, working for different employers, and interruptions in employment during the last year can alter the premium day calculation.

3. Not actually working during the reporting period:
   Working while on sick leave is one of the riskiest aspects in terms of payment. This is because the system can detect "working" through various records (employer notification, shifts, attendance records, social security declarations), and in this case, payment may not be made for the days on sick leave.

4. The report must be properly prepared and uploaded to the system.
   If the type of doctor's report, the date range, or the electronic recording are incorrect, the system will not process the payment even if you are in the right.

5. In 4B ( Social Security for Self-Employed) cases, the debt-free requirement and declaration processes play a key role in practice regarding premium debts and declaration procedures
   

Practical advice: To answer the question "Are the conditions met?", three screens/three documents are often sufficient: (i) e-Government registration and service record, (ii) e-Report/disability report image, (iii) record showing debt status.

3.2. What is the duration of the maternity leave report? (Based on the logic of 112/126 days)

The logic behind maternity leave/sick leave reports works as follows in practice:

• In singleton pregnancies, this usually occurs 8 weeks before delivery and 8 weeks after delivery.

• In multiple pregnancies, the period before delivery is usually 10 weeks , and 8 weeks after delivery.

The sum of these periods gives the total number of days, commonly known as "112 days / 126 days".

3.2.1. Is it possible to work until 3 weeks before giving birth?

In practice, if the expectant mother's health permits and the physician deems it appropriate, it may be possible to continue working shortly before delivery and add any unused prenatal rest to the postnatal period. This is important in report planning: because the start date of the report and the "ability to work" assessment affect the payment schedule.

3.2.2. How do premature and late births affect delivery times?

• In premature births: Adding rest days that could not be used before birth to the postpartum period is a common practice.

• In cases of delayed births: How days after the expected date are processed in the system may vary depending on the report type and record flow. Therefore, the "report type" and "report continuation" records should be specifically checked in delayed birth files.

3.3. How is maternity benefit calculated?

The key concept in calculating sick pay is "daily earnings." Daily earnings are a technical value calculated based on earnings subject to premiums and the number of days reported.

In practice, the basic logic is as follows:

• The Social Security Institution (SGK) examines the insured person's earnings subject to premiums

• Based on this, it calculates the daily payment amount

• multiplies by the number of reported days

• Different payment rates (inpatient/outpatient) apply depending on the nature of the report.

Here, two common misconceptions are observed:

• The idea that "My salary is X, therefore my sick leave pay will be close to X" is not always accurate. Factors such as the base earnings for premium calculations, additional payments, missing days, and the tax base used to report wages all affect the result.

• Even if two insured individuals work at the same workplace, their sick leave payments may differ because their premium declarations and income base may be different.

3.4. Does leaving/resigning affect sick leave pay?

Yes, it can have an effect. Especially:

• If the employee left the job before the report started,

• If there has been an interruption in registration status after the report has started,

• If there is a discrepancy between the report and the termination date,
  the payment may be at risk.

Therefore, if the termination of an employment contract arises close to the time of childbirth, a technical check must be carried out based on the "start of sick leave – termination of employment – ​​termination of insurance coverage" principle.

3.5. What happens in the case of the "It appears I worked while on sick leave" issue?

This is one of the most common reasons for non-payment. In some cases, even if the expectant mother did not actually work, the employer's records or notifications may be incorrect. In such a situation:

• notifications made by the employer to the Social Security Institution (SGK),

• "Not worked/Worked" records,

• the timekeeping and shift records
  .

The most accurate approach in practice is: first, identify and correct the registration error; then, apply to the Social Security Institution (SGK) with a request for correction.

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4) Breastfeeding Allowance: Conditions, Application, Risks of Loss of Rights

4.1. What are the basic conditions for receiving breastfeeding allowance?

The general framework for breastfeeding allowances is based on three main pillars:

1. Live birth

2. Premium days requirement (in practice, usually assessed based on a threshold of "120 days")

3. Status and debt situation

   • In the 4B category, outstanding premium/GSS debt can practically block payments.

It is important to note here that breastfeeding allowance, unlike maternity leave pay, is not tied to the "number of sick leave days." Therefore, confusing scenarios such as "my sick leave pay wasn't paid but my breastfeeding allowance was" or "my sick leave pay was paid but my breastfeeding allowance wasn't" are possible. This is because the conditions are not exactly the same.

4.2. Is a petition/application required for breastfeeding allowance?

In current practice, payments for most files are processed automatically through system records (birth notification and registration/premium requirements). However, "automatic" does not mean "error-free." If the records are incorrect, the automated system will produce an incorrect result.

In practice, the following verification steps are important for breastfeeding allowance:

• Accurate reflection of births in population and system records,

• The insurance status must appear correct

• Having sufficient premium days,

• The debt situation must be satisfactory in section 4B.

4.3. How much is the breastfeeding allowance?

The amount of breastfeeding allowance changes annually according to a predetermined tariff. Therefore, there is no single, permanent answer to the question "How much will it be in 2025?"; it may be updated throughout the year and change periodically. The most reliable method is to check the current amount and payment record through the e-Government/SGK (Social Security Institution) portal.

4.4. Will there be any loss of time/rights regarding breastfeeding allowance?

In practice, the approach is that breastfeeding allowance must be requested within a certain period. To avoid losing your rights, you should check your records within a reasonable time after giving birth and, if the payment is not approved, make an administrative application without delay.

Practical warning: Waiting for months with the assumption that "it will be deposited automatically anyway" makes it more difficult to gather documents and records later. Delays, especially in cases involving registration/premium payment disputes, increase the burden of proof.

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5) Application and Inquiry Guide: Step-by-step for 4A and 4B

The following guide is the most practical workflow that works best in the field.

5.1. Steps for insured persons under category 4A (employee)

Step 1: Verify that the report has been uploaded to the system as an e-report

• The hospital/physician's report must be prepared electronically.

• The disability report/payment screen should be visible on the e-Government portal.

Step 2: Check employer records

• No actual work should be recorded during the reporting period.

• Accurate processing of the reporting period is important in employer notifications.

Step 3: Payment verification

• Disability payment status can be checked on the e-Government portal.

• If a payment has been issued, you can see which period, amount, and channel it was made through.

Step 4: Finding the “reason” for no payment.
This stage requires “recording” not “guessing”:

• Is there a report record?

• Has the premium payment threshold been met?

• Is there any record of employment during the reporting period?

• Are there any registration/status issues?

5.2. Steps for 4B insured persons (Bağ-Kur)

Step 1: Check your insurance premiums and social security debt

• If there is debt, most cases go unpaid or are overdue.

Step 2: Check your employment status/similar e-Government documents

• Declaration screens can be critical in 4B files.

Step 3: Verify the report record

• The report type and dates must appear correctly in the system.

Step 4: Payment verification

• Disability payment status can be checked on the e-Government portal.

• If it doesn't work, the "debt-declaration-report" triangle is checked from the beginning.

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6) “Payment Not Received” Files: 12 Most Common Reasons and a Solution Plan

The following list is based on the most common real-world reasons we encounter in practice. For each item, the approach is often the same: Correct the registration error, submit a written application to the Social Security Institution (SGK), and take legal action if necessary.

6.1. Premium day requirement not met (90/120 day confusion)

The required number of premium days for maternity leave pay and breastfeeding allowance are not the same. Appeals made before it is clear which benefit the case pertains to will be unsuccessful.

Solution: Clearly calculate the number of premium days for the last year/last period in your service record; if there are any missing days, determine the reason (unpaid leave, incomplete reporting, change of workplace, etc.).

6.2. The report has not been uploaded to the system or the dates are incorrect

A doctor's report may have been issued, but there may be an error in the system. Technical details, such as the report's start and end dates and its processing with the "maternity" code, are particularly important.

Solution: Check if the report is visible on the e-Government portal; if not, contact the hospital/physician's reporting unit to request a record correction.

6.3. Appearing to be employed during the reporting period

The system may generate a record indicating "work" even when no actual work was performed. Sometimes the employer makes incorrect notifications; sometimes the timekeeping/work hours record extends to days covered by medical reports.

Solution: Correction by the employer; payroll/timekeeping comparison; written application to the Social Security Institution (SGK).

6.4. Discrepancy between termination date and report start date

In cases where employment ends close to childbirth, whether the insured status at the start of the report continues becomes a point of contention.

Solution: The termination notice, report start date, registration record, and new hiring (if applicable) are evaluated together.

6.5. Premium/General Health Insurance debt in category 4B

In 4B files, payments may be blocked due to outstanding debt. The "I'll pay later" approach often delays or reduces the payment.

Solution: Settle the debt or clarify the restructuring/payment plan; submit a written application to the Social Security Institution (SGK) requesting debt cancellation/implementation.

6.6. Deficiencies in declaration/transaction in section 4B

In some 4B processes, the "declaration" steps conducted through e-Government are critical. If the declaration is incomplete, the payment process may not be finalized.

Solution: Check the status of the report and declaration on the relevant e-Government portals; complete any missing steps.

6.7. Birth registration is delayed or incomplete

If the birth event is not accurately reflected in the system records, the breastfeeding allowance may not be automatically processed.

Solution: Population records and social security records are matched; any errors are corrected.

6.8. Status confusion (such as 4A+4B at the same time)

Some insured individuals may have both 4A and 4B registrations periodically. Determining which one is subject to benefit eligibility requirements requires a technical assessment.

Solution: The registration record is reviewed periodically; the status under which the right arises is clarified; and the application is structured based on that status.

6.9. Underreporting / Low tax base

If the payment amount is lower than expected, or if no payment is made at all, it may indicate that the premium declaration was incomplete.

Solution: Payroll-service record comparison; if necessary, separate evaluation with the employer regarding employee claims/service determination.

6.10. Delays caused by the bank/payment channel

Even if the payment has been processed, the transfer and notification processes to the bank may be delayed.

Solution: The e-Government payment inquiry system clarifies whether a payment is due; if so, a collection plan is created according to the payment channel.

6.11. The report's "feasibility" assessment and the continuation of the report

In scenarios where work continues before childbirth, if the reporting system is not "correctly set up," payments may be divided or system errors may occur.

Solution: The report schedule is re-checked through the physician's records; if necessary, a way to correct the report is sought.

6.12. Mistaken expectation of rights (confusion of maternity benefit / part-time work / breastfeeding leave)

Sometimes the payment a client is expecting is not a maternity/breastfeeding allowance from the Social Security Institution (SGK); it's a different social welfare benefit or an employment law entitlement.

Solution: It is clarified from the outset which right is being targeted; the correct request is made to the correct institution instead of the wrong application.

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7) Appeal and Litigation Procedures: Legal Roadmap and Evidence Set

In "funding not paid" cases, following a two-stage strategy is the most efficient way in terms of both time and proof:

7.1. First, administrative application (written application to the Social Security Institution)

In social security disputes, submitting a written application to the Social Security Institution (SGK) before filing a lawsuit is procedurally crucial in most scenarios. The purpose of the application is twofold:

• We need to see the official justification from the Social Security Institution (is it about debt, premium days, or a medical report?)

• Resolving the dispute through record correction without going to court

Recommended documents to include with the administrative application:

• e-Government service record (for premium days and status)

• Image of e-report/disability report

• Birth certificate/registration information (for breastfeeding allowance)

• 4B record showing debt status (if any)

• Employer's letter stating that the employee did not work during the reporting period (if required)

7.2. Litigation (labor court) stage

If administrative appeals are unsuccessful, the matter is taken to labor courts, depending on the nature of the dispute. It's important to note that in some cases, the problem isn't the Social Security Institution's (SGK) procedures, but the employer's incorrect reporting or underpayment of premiums. In such a scenario, suing only the SGK may not be a solution; the employer may also need to be involved, or a separate legal strategy may be necessary.

Evidence strategy (those that are effective in practice):

• Report records and report types

• Service record, registration record

• Payroll and timekeeping records

• Employer correspondence

• Bank payment records (if payment is claimed)

• If necessary, a witness (especially in "I did not actually work/I was made to work" arguments)

Practical note: In social security disputes, courts often focus on the "accuracy of records." Therefore, basing evidence primarily on "records" takes precedence over witness testimony and speeds up the process.

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8) Frequently Asked Questions

1) Which one is "maternity benefit"?

In everyday usage, two things are meant: maternity benefit and breastfeeding benefit. Their terms and conditions are different.

2) Can maternity leave pay and breastfeeding allowance be received simultaneously?

If the conditions are met, yes, both can be obtained separately on different legal grounds.

3) I'm a 4B employee; I have a medical report but no payment. What should I check first?

Generally, the first two checks are: premium/GSS debt and any deficiencies in the e-Government declaration/transaction screens. Then, the report record and premium day threshold should be checked.

4) I'm a 4A employee; my sick leave payment hasn't been deposited. What's the first thing I should check?

Whether the report is visible on the e-Government system and whether there is a "worked" record during the reporting period are the two quickest checks.

5) Does the sick leave period increase in the case of twin births?

In practice, the prenatal reporting period increases and the total duration varies in cases of multiple pregnancies. It is important to establish the reporting plan correctly in consultation with the physician.

6) What happens if my employer made me work during the reporting period?

This can create problems both in terms of payment and can give rise to a separate dispute in terms of labor law. First, the records need to be identified and corrected; then, a legal roadmap is established for both the Social Security Institution (SGK) and the employer.

7) Why does the "automatic payment" for breastfeeding allowance sometimes not work?

The automated process relies on accurate records. Errors in birth records, status, premium days, debt status, or system information can disrupt the automated process.

8) I am a civil servant; will I receive milk allowance?

Payment and leave mechanisms work differently in civil servant files. Institutional practices and status must be evaluated first.