Can I take leave and not go to work if I am 7 months pregnant?

According to national laws, no, but it is true that if you are not feeling well during pregnancy, you can apply for sick leave.

Leave for seven months of pregnancy does not count as maternity leave, you can only take sick leave.

Pregnant mothers who have been pregnant for seven months have the right to apply to the company's management for prenatal leave. Because the country's labor law for female employees has clearly stipulated that if the pregnant mother has been pregnant for seven months and has reached 28 weeks, as long as the pregnant mother herself has actual needs, she can apply for prenatal leave from the company or unit, and a total of two and a half months of leave. However, there will be some differences between different regions and different jobs.

If the pregnant mother wants to take prenatal leave, she can inform the company's leaders half a month in advance, leaving enough time and space for handover work, so as not to affect the normal operation of the company to the greatest extent. Here I would like to remind pregnant mothers that the period of prenatal leave is paid, remember to protect their rights.

Yes, but whether it is maternity leave or sick leave depends on the specific arrangement, after all, maternity leave is basically fixed for so many days.

Pregnant women always feel backache, and it is easy to feel tired, so pregnant women need to get enough rest, so it is more beneficial for both the pregnant woman herself and the baby, and can not be too tired, so many pregnant women will choose to quit their jobs after pregnancy and raise their babies with peace of mind. Let's take a look at the noodles together.

If a pregnant woman wants not to go to work, she can ask the attending physician to issue a pregnancy certificate, and then ask her supervisor for leave, generally speaking, it will approve the leave, if the company does not approve and the pregnant woman does not go to work, this will cause absenteeism, only after the sick leave company approves can not go to work. Generally speaking, the company will approve the sick leave during pregnancy, and the consequences of not approving it can be compensated by the manual method of Lao Chimin.

In fact, if the pregnant woman feels that there is basically no discomfort in the body, she can choose whether to go to work according to her own wishes, if the pregnant woman does have a lot of discomfort, she can apply for prenatal leave with the company, if the unit approves, the pregnant woman can not go to work; If your job is not the kind of high-intensity work, and your physical condition is relatively good, you can theoretically work to give birth, but if you are tired, the psychological pressure is relatively large, and it is inconvenient to go to work, then you can take maternity leave earlier, and you can choose according to the actual situation, which is the best.

If a worker who is seven months pregnant takes personal leave, it will be counted as personal leave; If maternity leave is taken, it is not counted as personal leave. Female employees are entitled to 15 days of leave before giving birth, while the entire period of maternity leave is generally 98 days.

[Legal basis].

Article 7 of the Special Provisions on Labor Protection of Female Employees.

Female employees are entitled to 98 days of maternity leave, of which 15 days can 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.

Article 8. For female employees who have participated in maternity insurance, the maternity allowance during maternity leave shall be paid by maternity insurance according to the standard of the average monthly salary of employees of the employer in the previous year; For those who have not participated in maternity insurance, the employer shall pay the salary of the female employee before the maternity leave.

The medical expenses for childbirth or miscarriage of female employees shall be paid by the maternity insurance in accordance with the items and standards stipulated in the maternity insurance, and for those who have already participated in the maternity insurance**; For those who have not participated in maternity insurance, the employer shall pay for it.

Check the maternity leave regulations in various places. Some provinces have more than half a year, and some may not have. Check the maternity leave regulations in various places. Some provinces have more than half a year, and some may not have.

What is the definition of maternity leave? It is the time of rest after giving birth to a child, which is maternity leave. If you want to rest in the 7th month of pregnancy, you need a doctor's certificate to prove that you need to rest before giving birth, and in addition, under normal circumstances, the mother should be active in the month when she is about to give birth.

Check the maternity leave regulations in various places. Some provinces have more than half a year, and some may not have.

Legal Analysis: If the conditions for sick leave are met, and the procedures for dispersing the leave are completed in accordance with the prescribed procedures, the leave is valid, and the employer shall not terminate the labor contract. For female workers who are pregnant, giving birth or breastfeeding, the employer can only terminate the labor contract in accordance with Article 39 of the Labor Contract Law.

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) 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.