The situation: An employee informs management she is pregnant, and two weeks later receives a termination letter citing 'headcount reduction.'
Applicable law: The law forbids cutting pay, dismissing or ending a contract because of marriage, pregnancy, childbirth or breastfeeding. A pregnant worker's contract is automatically extended through the pregnancy, maternity and nursing periods, and she is entitled to paid maternity leave. Termination in this period is unlawful except for serious misconduct.
Outcome: Through arbitration the worker had the dismissal overturned, and the company had to either reinstate her with continued wages or pay 2N compensation, plus the maternity leave allowance.
👷 Labour disputes · Awareness case
No Firing for Pregnancy — Special Protection for Mothers · Yalla China
🤝 Governing law: 妇女权益保障法 / Law on the Protection of Women's Rights and Interests
Can an employer end a worker's contract because she is pregnant?
Illustrative, general educational examples — not real specific facts and not legal advice; for awareness only. For an actual situation, consult a licensed lawyer.
🎓 The lesson / takeaway
Lesson: Pregnancy is not grounds for dismissal but grounds for stronger protection. Document the date you announced it — that is where your rights begin.
🕒 Updated: 16 March 2026