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Kan een vrouw worden ontslagen voordat zij haar werkgever heeft geïnformeerd dat zij zwanger is?
In het bedrijf hebben we een situatie waarin een medewerker om disciplinaire redenen ontslagen moest worden. Ze kreeg haar opzegging en in reactie daarop zei ze dat ze niet ontslagen kon worden omdat ze zwanger is. Als bewijs bracht ze een verklaring van de arts en een ziekteverlof (L4) mee. Wat te doen in zo'n situatie? Is de opzegging geldig? Geldt hier het principe - wie het eerst komt, wie het eerst maalt?
In het bedrijf hebben we een situatie waarin een medewerker om disciplinaire redenen ontslagen moest worden. Ze kreeg haar opzegging en in reactie daarop zei ze dat ze niet ontslagen kon worden omdat ze zwanger is. Als bewijs bracht ze een verklaring van de arts en een ziekteverlof (L4) mee. Wat te doen in zo'n situatie? Is de opzegging geldig? Geldt hier het principe - wie het eerst komt, wie het eerst maalt?
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In the case when an employee informs the employer about her pregnancy after receiving a termination notice for disciplinary reasons, it is important to examine this issue from the perspective of labor law. In most countries, there are regulations protecting pregnant women from dismissal, but the specific regulations may vary. In Poland, for example, the dismissal of a pregnant woman is prohibited unless certain special circumstances exist, such as not performing work for a longer period of time. Nevertheless, in the case of termination for disciplinary reasons, the employee should have the right to defend herself and present her arguments. In the described case, it is worth consulting with a lawyer to obtain a professional opinion. If the woman has the appropriate medical certificate and sick leave (L4), she should present them in the appropriate manner. The employer can then examine whether there are sufficient and justified reasons for dismissal, regardless of the employee's pregnancy. It is important to act in accordance with labor law regulations and respect the rights of the employee, especially when it comes to the dismissal of a pregnant woman.
In the case when an employee informs the employer about her pregnancy after receiving a termination notice for disciplinary reasons, it is important to examine this issue from the perspective of labor law. In most countries, there are regulations protecting pregnant women from dismissal, but the specific regulations may vary. In Poland, for example, the dismissal of a pregnant woman is prohibited unless certain special circumstances exist, such as not performing work for a longer period of time. Nevertheless, in the case of termination for disciplinary reasons, the employee should have the right to defend herself and present her arguments. In the described case, it is worth consulting with a lawyer to obtain a professional opinion. If the woman has the appropriate medical certificate and sick leave (L4), she should present them in the appropriate manner. The employer can then examine whether there are sufficient and justified reasons for dismissal, regardless of the employee's pregnancy. It is important to act in accordance with labor law regulations and respect the rights of the employee, especially when it comes to the dismissal of a pregnant woman.
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I think depends on the law in your country. But if employer did fire a person an she later notified him of being pregnant I would suspect it not employer problem. But knowingly fired her while she was pregnant might be a problem…. At the end law and circumstances matters in those details a lot.
Seek a lawyer advice;)
I think depends on the law in your country. But if employer did fire a person an she later notified him of being pregnant I would suspect it not employer problem. But knowingly fired her while she was pregnant might be a problem…. At the end law and circumstances matters in those details a lot.
Seek a lawyer advice;)
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