•2 年
在女员工告知雇主她怀孕之前，可以解雇她吗？
在公司中我们遇到了这样的情况，因为纪律问题，其中一名女员工不得不被解雇。我们给她发了解雇通知书，但她回应说不能解雇她，因为她怀孕了。作为证明，她带来了医生的证明和病假单。在这种情况下该怎么办？解雇通知书有效吗？这里是否适用先来后到的原则？
在公司中我们遇到了这样的情况，因为纪律问题，其中一名女员工不得不被解雇。我们给她发了解雇通知书，但她回应说不能解雇她，因为她怀孕了。作为证明，她带来了医生的证明和病假单。在这种情况下该怎么办？解雇通知书有效吗？这里是否适用先来后到的原则？
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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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