During pregnancy, maternity leave, childcare leave, and leave for special care of a child, an employer is prohibited from terminating the employee’s employment contract.
For employees who have entered into a fixed-term employment contract, the contract is extended until the employee’s right to leave is exhausted.
A termination decision is void if, at the time of its issuance, the employer was aware of the circumstances outlined in paragraph 1 of this article. Additionally, if the employee informs the employer within 30 days from the termination of employment about the existence of the circumstances mentioned in paragraph 1, and provides appropriate confirmation from an authorized doctor or other competent authority, the termination remains invalid.
The employer is also prohibited from terminating the employment contract or placing the employee in a disadvantaged position due to their status or activities as a representative of employees, membership in a union, or participation in union activities.
This legal protection ensures that employees are not discriminated against or unfairly dismissed due to their family responsibilities, pregnancy, or union involvement. It reflects a commitment to employee rights, particularly in balancing professional and personal responsibilities during important life stages such as pregnancy and child-rearing.
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