According to the Labor Law of People's Republic of China (PRC), when a company dismisses an employee due to his fault, the company usually does not need compensation. However, in some special circumstances, the company may need compensation.
First of all, if employees seriously violate the company's rules and regulations or cause heavy losses to the company, the company has the right to terminate the labor contract according to the provisions of the Labor Law of People's Republic of China (PRC) without paying compensation.
Secondly, if the employee is proved to have committed illegal acts such as fraud, theft and corruption, the company has the right to terminate the labor contract immediately without paying compensation.
However, in some cases, the company may need to pay compensation. For example, if the employee is proved to have minor violations, but the company still terminates the labor contract, then the company may need to pay double economic compensation as compensation. In addition, if the company fails to terminate the labor contract according to legal procedures, such as failing to notify the employees in advance or failing to pay economic compensation, the company may need to pay additional compensation.
To sum up, whether the company needs compensation for dismissing employees who are at fault depends on the specific situation. If employees seriously violate the company's rules and regulations or make mistakes in their work, the company has the right to terminate the labor contract without paying compensation. However, in some cases, the company may need to pay compensation.
Legal basis:
Article 39 of the Labor Law of People's Republic of China (PRC) stipulates: "In any of the following circumstances, the employer may terminate the labor contract:
(a) during the probation period, it is proved that it does not meet the employment conditions;
(two) a serious violation of the rules and regulations of the employer;
(three) serious dereliction of duty, corruption, causing great damage to the employer;
(4) 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 the employer refuses to correct it;
(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;
(6) Being investigated for criminal responsibility according to law. "
Article 46 of the Labor Law of People's Republic of China (PRC) stipulates: "In any of the following circumstances, the employer shall pay economic compensation to the workers:
(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;
(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;
(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;
(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;
(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it;
(6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;
(seven) other circumstances stipulated by laws and administrative regulations. "