What should I do if a female employee announces her pregnancy after only 3 days of joining the compa

Enterprises are required to protect the legitimate rights and interests of enterprises and employees in accordance with the relevant provisions of the labor contract and the labor law.

I think this is a very normal thing, women will have the problem of childbirth, which is very common in the workplace.

This is in line with the company's labor law, and if you are pregnant, you can only be given the relevant welfare policy according to the relevant labor law, because if you violate the labor law, the punishment is also very tricky.

Look at it normally. If you're just colleagues, don't look at people with colored glasses.

I think if a girl gets pregnant as soon as she joins the company, it's probably trying to do it before, and if you ask me what I think of him, I'm probably not going to see her.

I think it's normal.,This kind of thing is also an uncontrollable category.,That's not to say that he wants to conceive.,Maybe it's not the right time and he doesn't want it.。

1. It is illegal to dismiss a pregnant employee. 2. The Labor State Contract Law stipulates that if a worker has one of the following conditions, the employer shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law: the worker who is engaged in work that is exposed to occupational disease hazards has not undergone a pre-departure occupational health examination, or is suspected of being an occupational disease patient during the period of diagnosis or medical observation; Suffering from an occupational disease or being injured at work in the unit and confirmed to have lost or partially lost the ability to work.

Article 7 of the Special Provisions on Labor Protection of Female Employees Female employees are entitled to 98 days of maternity leave after giving birth, of which 15 days may be taken before childbirth; In case of dystocia, the maternity leave shall be increased by 15 days; In the case of multiple births, the maternity leave can be increased by 15 days for each additional child. If a female employee has a miscarriage before 4 months of pregnancy, she is entitled to 15 days of maternity leave; If the pregnancy is 4 months old and the miscarriage occurs, the employee is entitled to 42 days of maternity leave.

If a female employee is pregnant at the time of employment, the employer may not dismiss the employee for this reason. Not only can it not be dismissed, but if the contract is within this period, the contract period must be extended until the pregnancy period and the end of the lactation period. If she is illegally dismissed, the female employee can ask the employer to pay compensation.

Labor Contract Law of the People's Republic of China

Article 42.

In any of the following circumstances, the employer shall not comply with this Law.

Labor Contract Law of the People's Republic of China

Article 40. Labor Contract Law of the People's Republic of China.

Article 41.

Provisions on the termination of the labor contract:

4) Female employees are during the period of pregnancy, childbirth, or breastfeeding.

Labor Contract Law of the People's Republic of China

Article 48.

If an employer dissolves or terminates a 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 worker does not request to continue to perform the labor contract or the labor contract cannot be continued to be performed, the employer shall follow this Law.

Labor Contract Law of the People's Republic of China

Article 87.

Provision for the payment of compensation.

Legal analysis: After a female employee becomes pregnant, the company cannot dismiss her. If the enterprise is forcibly dismissed, it will face two consequences: first, it will be required by the labor and social security department to enforce the performance of the labor contract between the enterprise and the employee; 2. Compensation shall be paid to the worker at twice the rate of economic compensation.

Legal basis: Labor Contract Law of the People's Republic of China Article 42 If an employee has any of the following circumstances, the employer shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law:

1) Workers engaged in operations that expose occupational disease hazards have not undergone a pre-departure occupational health examination, or are suspected of being an occupational disease patient during the period of diagnosis or medical observation;

2. Suffering from an occupational disease or being injured at work in the unit and being confirmed to have lost or partially lost the ability to work;

3) Illness or non-work-related injury, within the prescribed medical treatment period;

4) Female employees are pregnant, giving birth, or breastfeeding;

5) Those who have worked in the unit for 15 consecutive years and are less than five years away from the statutory retirement age;

6) Other circumstances provided for by laws and administrative regulations.

Legal analysis: The pregnancy of a female employee is her personal privacy and the basic right granted to women by law, and whether she is pregnant or not is not a basic condition directly related to the performance of the labor contract, so it is obviously illegal for the employer to dismiss the employee on the grounds that the employee conceals the fact of pregnancy when she joins the company.

Legal basis: Article 39 of the Labor Contract Law of the People's Republic of China The employer may terminate the labor contract if the employee falls under any of the following circumstances: (1) it is proved that he does not meet the employment requirements during the probationary period; (2) Seriously violating the rules and regulations of the employer; (3) Serious dereliction of duty, malpractice for personal gain, causing major harm 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 unit, or refuses to make corrections after being proposed by the employer; (5) The labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law; (6) Those who have been pursued for criminal responsibility in accordance with law.