How can an unmarried girl ask for leave if she has gynecological problems?

You can find other excuses to ask for leave, that is, you are not feeling well, you want to go to the hospital to have a look, I believe that others will not get to the bottom of it, as a girl has a physical problem, that is a big deal, but there are many reasons to ask for leave.

Write a written leave request to the leader of the employer. If you need to be hospitalized**, you should attach a copy of the residence request form issued by the hospital doctor, attach it to the back of the leave slip, and go to the leader to sign and agree.

It is normal for unmarried girls to have ** diseases, just ask for leave, there is no need to find other excuses.

The leader of this unit is a man. I'm sorry, but I have this disease. I need to take a leave of absence**.

What can I do? If you can give me some advice, it will be much easier to ask for leave. Ha ha.

Write a leave slip directly. Make a mark. When I tell the leader I'm going to call in sick, take a look.

If an unmarried girl has a problem, she can say it herself, and there is nothing wrong with asking for leave.

Directly talking about other sick leave, this is definitely not easy to say.

On the contrary, it is easy to ask for leave. Hehe. Just write a leave note. Just note it. When I told the leader, I said that I wanted to take sick leave, so I asked him to take a look.

When you ask for leave, you can say that you are not feeling well and need to go to the hospital for a check-up, not to mention your real problem.

You just say you're going to see a doctor! How old are you? What's going on?

The Labor Law stipulates that sick leave: the sick leave of an employee who is sick or injured due to non-work-related injuries shall be given a medical treatment period of 3 months to 24 months according to the actual working years and the number of years of work in the unit: if the actual working years are less than 10 years, if the actual working years are less than 5 years, 3 months if the working years are less than 5 years, and 6 months if the actual working years are more than 6 months.

Article 3 When an employee of an enterprise needs to stop working for medical treatment due to illness or non-work-related injury, he or she shall be given a medical treatment period of three months to 24 months according to his actual working years and working years in the unit

1) Where the actual working experience is less than 10 years, three months for those who have worked in the unit for less than 5 years; Six months for more than five years.

2) Where the actual working experience is more than 10 years, the working experience in the unit is less than 5 years, and 6 months is the actual working experience; 9 months for those between five and ten years; 12 months for between 10 and 15 years; 18 months for between 15 and 20 years; 24 months for more than 20 years. Article 4 The medical treatment period of three months shall be calculated according to the accumulated sick leave time within six months; 6 months is calculated based on the accumulated sick leave time within 12 months; Nine months shall be calculated as the accumulated sick leave time within 15 months; 12 months shall be calculated as the accumulated sick leave time within 18 months; 18 months shall be calculated based on the accumulated sick leave time within 24 months; 24 months shall be calculated based on the accumulated sick leave time within 30 months.

Legal basis: Labor Contract Law of the People's Republic of China Article 40 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 under any of the following circumstances: (1) the employee is sick or injured not due to work, and is unable to perform the original job or work arranged by the employer after the expiration of the prescribed medical treatment period; (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 the content of the labor contract after negotiation.