Marriage leave, assuming that the company leadership does not approve, what should I do? The law doe

As long as both men and women meet the requirements for marriage stipulated in the Marriage Law and have been registered with the registration authorities, their marital relationship is protected by law. Article 25 of the Population and Family Planning Law of the People's Republic of China stipulates that "citizens who marry late and give birth later may receive incentives or other benefits for extended marriage leave and maternity leave."

The law is not specific about marriage leave, but at least it legally sets out the legality of the existence of marriage leave. In terms of administrative regulations, the Notice on Issues Concerning Marriage and Funeral Leave and Travel Leave for Employees of State-owned Enterprises, issued by the State Administration of Labor and the Ministry of Finance on February 20, 1980, which is still applicable to this day, has made relatively clear provisions on marriage leave, which stipulates that marriage leave is up to three days, and at the same time, according to the age of marriage and in combination with the family planning policy, different provisions have been made: 1. Those who marry according to the legal age of marriage (20 years old for women and 22 years old for men) can enjoy 3 days of marriage leave; 2. Those who meet the age of late marriage (23 years old for women and 25 years old for men) can enjoy 15 days of late marriage leave (including 3 days of statutory marriage leave); 3. If both the man and the woman do not work in the same place at the time of marriage, they may be given travel leave depending on the distance traveled.

The specific implementation procedures of marriage leave are not clearly stipulated in the law, and each unit can formulate its own according to the actual situation without violating the provisions of laws and regulations, but it cannot arbitrarily deprive employees of marriage leave. Employees can apply for marriage leave according to the regulations of their employer, and once approved, it becomes the employee's due leave.

Why isn't it clearly specified? The Marriage Law stipulates that a person who marries can take a marriage leave for three days with a marriage certificate. First-time marriages who have reached the age of late marriage (25 years for men and 23 years for women) are entitled to an additional week of marriage leave.

Generally, it will not be disapproved, and buy some candy and cigarettes when you ask for leave.

Summary. Dear, I'm glad to answer for you; 1. When the company does not approve marriage leave, it should first negotiate with the company's personnel administration or leaders to point out that employees are entitled to marriage leave in accordance with the law. 2. The company does not take marriage leave, which is a labor dispute, and if the negotiation fails, you can complain to the labor and social security inspection team or directly apply for labor arbitration.

Dear, I'm glad to answer for you; 1. When the company does not approve the marriage leave, it should first negotiate with the company's administrative or leadership to point out that the employee is entitled to marriage leave in accordance with the law. 2. The company does not take marriage leave, which is a labor dispute, and if the negotiation fails, you can go to the labor and social security inspection team to complain or apply for labor arbitration.

Legal basis: Article 2 of the Law on Mediation and Arbitration of Labor Disputes in the People's Republic of China shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China: (1) Disputes arising from the confirmation of the relationship between the labor movement and the Wang; (2) Disputes arising from the conclusion, performance, modification, rescission or termination of labor contracts; (3) Disputes arising from removal, dismissal, resignation, or resignation; (4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection; (5) Disputes over labor compensation, medical expenses for work-related injuries, economic compensation or compensation, etc.