I was fired for no reason without making a mistake What can I do?

I think, first of all, don't you think you've made a mistake? You should think about it yourself, is it wrong to do it yourself? Is there something that makes the boss feel that it is against the purpose of the company?

You should ask the boss clearly, if the boss tells you the reason, then you yourself think about whether what he said makes sense, if you think it makes sense, then you can't argue, even if it's a small problem, but it does exist; If the boss can't say it or you think that what he said is unreasonable, completely unwarranted or deliberate, then you can protect your own rights and interests, and you can find a way to solve the problem in your own way. I don't think the first thing is to solve the problem through legal means, but generally legal ways are the last resort to choose. If the boss's attitude is very tough, he can't listen to it or doesn't want to solve it, then you can go through the legal channels, you can go to the local labor rights department to complain, and tell your experience clearly from beginning to end, so that the labor rights protection department will learn more according to the information you provide, I hope I can help you!

It is recommended to find the leader of the unit to consult the reason and ask for an explanation, right?!

Generally, you will not be fired for ...... no reason

If they don't have a valid reason, they can complain to the relevant departments?!

You can go through legal procedures to apply for rights protection. At least you can get unemployment insurance benefits. Even if you are fired, they will have to compensate you for part of your salary. As long as you are justified and able to prove that you have not made a mistake.

If you have a contract, you can't be fired casually, if you don't have a contract, even if you don't use it, then you can find other jobs, but there is nothing to be nostalgic for such a unit or enterprise, even if you are fired, you should be told clearly.

First of all, we must reflect on what we have done well and what we have not done well, we must continue to maintain what we have done well, correct what we have not done, and if we are fired if we have not made a mistake, we must find another way, and we must work hard in the new unit to be appreciated by the leaders.

If what you say is true, you can go to the local labor arbitration department to file a complaint, and if the labor arbitration institution cannot solve the problem, you can also go to the local people's court to file a lawsuit, and the people's court will protect your legitimate rights and interests in accordance with the law.

Complain to the labor arbitration department, apply for an award, and ask for compensation.

It is a violation of the labor law to ask for compensation and dismissal without reason, keep the evidence of work, and if you are not satisfied with the compensation, you can apply for labor arbitration to protect your legitimate rights and interests.

What can you do if you are fired for no reason, directly sue the labor law, tell you the real situation in the factory, and lose money and leave. If you can have the ability to fire, you must have the ability to lose money.

Complain to the labor arbitration department, apply for an award, and ask for compensation. I believe it will give you justice.

There must be a reason for this. Be sure to ask your boss or superior. Or what you did that you didn't know you had made a mistake. If you still don't ask for the specific reason, then you can apply to the labor department.

In the early stage, you can communicate with the employer to see if there is any misunderstanding, and then negotiate with the employer's labor union, and if the negotiation fails, you can file an arbitration with the labor arbitration institution, and finally you can sue for law.

If you can't understand the reason for the dismissal directly from the leader, it is recommended to go to labor arbitration to fight for your legitimate rights and interests. Some small businesses bully vulnerable groups and do not understand the law. So you can consult yourself first.

The main thing is to see whether the labor contract has been signed, and if so, you can complain to the labor arbitration department and ask the unit to give compensation.

Compensation for seniority, at least a few months' wages for several years of service, the labor department complains **12333.

Ask the leader directly what is going on.

Legal Analysis:1The company said that it would be fired and proposed to leave on its own initiative, mainly to avoid giving a certain amount of economic compensation.

Don't leave your job voluntarily, if you voluntarily leave your job, you will not have this compensation; can continue to work normally and avoid making mistakes again; If the company insists on resigning through job transfer and other means, it can apply for labor arbitration. 2.Company dismissal requires prerequisites:

Mistakes are indeed made; The error is the statutory conditions for terminating the employment contract or the conditions stipulated in the company's rules and regulations (the rules and regulations need to be valid). In addition, on the basis of meeting the above conditions, the expulsion must be notified to the union first. If the preceding conditions are not met, it will be illegal dismissal and double severance will be paid.

Legal basis: Labor Contract Law of the People's Republic of China

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances:

1) During the probationary period, it is proved that they do not meet the employment requirements;

2) Seriously violating the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer;

4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request;

5) The labor contract is invalid due to the circumstances specified in Item 1, Paragraph 1 of Article 26 of this Law;

6) Those who have been pursued for criminal responsibility in accordance with law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

1) The worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired;

2) The worker is incompetent for the job, and is still incompetent for the job after training or job adjustment;

3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation.

If the employer terminates the employment relationship with the employee without cause, it shall pay severance to the employee in accordance with Article 47 of the Labor Contract Law.

If the employer fails to do so, the employee may file a labor arbitration complaint with the labor arbitration commission where the employer is located, and ask the employer to pay the severance payment.

If an employee makes a mistake and is dismissed by the employer, he cannot claim compensation. According to the law, when an employee is at fault, the employer can request the termination of the employment contract. The premise for an employer to pay economic compensation to an employee is that the employee has terminated the employment contract in violation of the law.

Article 87 of the Labor Contract Law.

If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the employee in accordance with twice the standard of economic compensation provided for in Article 47 of this Law.

Article 48 Celebration.

If the employer dissolves or terminates the labor contract in violation of the provisions of this Law, and the employee requests to continue to perform the labor contract, the employer shall continue to perform it; If the employee does not request to continue to perform the labor contract or the labor contract can no longer be performed, the employer shall pay compensation in accordance with Article 87 of this Law.

Legal analysis: If the employee does not make a mistake, the unit can also dismiss the employee, which is a non-fault dismissal, and the non-fault dismissal needs to pay economic compensation to the employee.

Legal basis: Labor Contract Law of the People's Republic of China

Article 47 Economic compensation shall be paid to the worker according to the number of years he or she has worked in the unit and one month's salary for each full year. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary. If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years.

The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

Article 48 Where an employer dissolves or terminates a labor contract in violation of the provisions of this Law, and the worker requests to continue to perform the labor contract, the employer shall continue to perform it; If the employee does not request to continue to perform the labor contract or the labor contract can no longer be performed, the employer shall pay compensation in accordance with Article 87 of this Law.