What should I do if I am fired after working for three days?

If you sign a labor contract, you can of course get back these three days' wages. If a labor contract is not signed, it involves the verification of factual labor relations, as follows: 1. You need to confirm whether you have gone through any entry procedures, or keep any proof of working in this hotel (of course, you have not signed a contract): attendance records and certificate records during your work.

2. if you can prove that there is a factual labor relationship with the hotel (this is the key), you can ask for the salary for these three days, or you can ask for double the salary without signing the labor contract, and pay social insurance and economic compensation.

3. Of course, it is the quickest way to solve the problem through negotiation. If negotiation fails, bring relevant materials to the labor inspection department to complain, or submit labor arbitration directly to the labor arbitration committee where the unit is located.

The compensation for being dismissed after working for three days is as follows:

1. The worker was dismissed after only two days. If he is dismissed illegally, he can get one month's salary compensation;

2. If you dismiss without fault, you can get compensation of half a month's salary;

3. If it is a fault dismissal, there is no compensation.

The situations without compensation include:

1. The employment conditions are not met during the probation period;

2. Violation of company rules and regulations;

3. Serious dereliction of duty has caused heavy losses to the employing unit;

4. being investigated for criminal responsibility according to law;

5. if the employer terminates the labor contract because the employee enjoys the basic old-age insurance benefits or reaches the legal retirement age, it is not necessary to pay economic compensation in judicial practice.

I hope the above contents can help you. Please consult a professional lawyer if you have any other questions.

Legal basis: Interim Provisions on Payment of Wages

Article 9 If both parties to the labor relationship dissolve or terminate the labor contract according to law, the employer shall pay the employee wages in one lump sum when dissolving or terminating the labor contract.

legal basis: article 46 of the labor contract law of People's Republic of China (PRC).

Under any of the following circumstances, the employer shall pay economic compensation to the employee:

(1) The employee 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 employee in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the employee;

(3) The employer terminates the labor contract in accordance with the provisions of Article 4 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) The fixed-term labor contract is terminated 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;

(7) other circumstances stipulated by laws and administrative regulations.