The female manager was transferred to her post and her salary was reduced until she was dismissed. The court ruled that the company violated the law and compensated 19, yuan. How to judge the incident

The female manager was transferred to her post and her salary was reduced until she was dismissed. The court ruled that the company violated the law and compensated 19, yuan. How to judge the incident from a legal perspective? the labor law clearly stipulates: article 42 of the labor contract law of the people's Republic of China stipulates that if a female worker is pregnant, giving birth or nursing, the employer shall not terminate the labor contract in accordance with the provisions of articles 4 and 41 of this law.

However, under any of the following circumstances, the employer has the right to terminate the labor relationship with pregnant female employees according to law:

1. Serious violation of labor discipline or rules and regulations of the employer;

2, serious dereliction of duty, graft, causing great damage to the interests of the employer;

3. Or the laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or refuses to correct after being put forward by the employer;

4. Those who have been investigated for criminal responsibility according to law. Moreover, the employer does not need to pay economic compensation. However, if this is not the case, the employer shall pay economic compensation and additional economic compensation if it dismisses the female employee during lactation.

Therefore, without the above circumstances, the employer can't dismiss female employees during pregnancy and lactation at will.