The dismissal of employees by an enterprise is mainly divided into two categories. One is when the employee violates the company's system, and after education or administrative sanctions, it is still ineffective, and the second is when the enterprise directly dismisses the employee due to its own reasons.

In fact, the difficulty of dismissing employees is difficult only in small-scale enterprises or enterprises that sign labor contracts and pay social security. In most small and micro enterprises, there may be no reason for dismissing employees, and compensation for employees is impossible to talk about. In fact, it can be regarded as a conscientious enterprise by being able to clear the wages that should be given to itself.

However, with the improvement of people's legal awareness, people have begun to gradually use the weapons of law to protect their rights and interests. Although in many cases, it is still difficult, but with the progress of society, the improvement of laws and the strengthening of supervision, enterprises have also will become more and more formal.

So if we work in a more formal enterprise, under what circumstances can the enterprise fire employees?

1. Some disciplinary violations stipulated by the Labor Law, but after a violation of discipline is discovered, ideological education must be given priority to, and cannot be dismissed directly, unless it is after education and punishment, if the employee does not change after repeated teaching, it can be dismissed.

2. The ability does not meet the job requirements. This item is similar to the previous one. After all, employees are also recruited through job interviews and company assessments. Therefore, the ability to fail to meet the job requirements obviously cannot be summed up in one sentence.

After such a situation occurs, it is also necessary for the company to train employees first. If the training is still not up to the standard, it can be transferred. If it is still incompetent, it can be dismissed.

3. Other requirements stipulated by the company will generally be indicated in the labor contract or employee handbook. Unless some red line requirements stipulated by the company are touched, under normal circumstances, it is also based on education and punishment, and finally employees will be dismissed.

If a company dismisses an employee, what should be paid attention to when being persuaded to be dismissed?

1. If you are persuaded to resign, you must not agree to be so happy, and don’t make your own claim to not go to work directly. That will only deal with absenteeism. Generally, companies will punish absenteeism with greater severity, and will not bear any economic compensation. .

At this time, we should first ask the reasons, and request the corresponding rights and interests after dismissal. It is best to have written evidence, audio recordings, chat records, etc., which will help us to protect our rights later.

2. After asking the reason, it depends on whether the reason given by the enterprise is sufficient and whether it is illegal. If there is a dispute, the evidence must be collected for future arbitration.

3. Once persuaded to resign, first of all, we must ensure that our rights and interests are not damaged. In addition to the wages we deserve, we should try our best to strive for economic compensation from the company. Of course, it only applies to some companies.

In general, no matter under what circumstances the company dismisses employees, we must pay attention to these points, and we must not panic and blurt out some unfavorable words for us.

Collect evidence as much as possible to fight for our legitimate rights and interests, and there is no need to lose dignity for this job, try to use this month of resignation as much as possible to find a job that is more suitable for you, and during this time, we must do It's about protecting your rights.