Suggestion 1: Under the premise of not violating the special protection of laws and regulations for female employees, if the employee's position does not allow him to stop work at will, the employer can completely refuse his request for leave. If he insists on asking for leave or absent without authorization, once he encounters a serious violation of company rules and regulations. The employer can still terminate the labor contract in advance according to the provisions of Article 39 of the Labor Contract Law.
Suggestion 2: According to our lawyer's many years' practical experience in human resources law, if a female employee is pregnant for more than 7 months and really can't continue to work and needs to have an abortion, the employer can also ask her to provide a hospital certificate based on her humanistic care for the employee. Upon my own application and the approval of the unit, it can be handled in accordance with the provisions on the treatment of diseases implemented by the unit, and only fake wages will be paid.
Legal basis: Article 39 of People's Republic of China (PRC) Labor Contract Law. 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.