[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:zh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work\u002Fjob-protection":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"show_related_pages":59,"related_pages":60,"related_sites":137,"in_subsite":59,"contact_page_url":7,"banner_message":138},4427,"job-protection","解除劳动合同保护",null,"","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work\u002Fjob-protection","labourlaw.labourlawpage","zh_CN","2025-09-25T12:31:50.422411+00:00","2026-04-12T18:27:38.348095+00:00","\u002Fcms\u002Fpages\u002F4427\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"中华人民共和国","zh-cn",{"title":20,"slug":21},"在中国工作","work-in-china",{"title":23,"slug":24},"劳动法","labour-laws",{"title":26,"slug":27},"生育与工作","maternity-and-work",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"解除劳动合同保护,有害作业,回到原来职位的权利 - 中国","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work\u002Fjob-protection\u002F","index, follow","website","summary_large_image","2025-09-25T14:31:50.422411+02:00","2026-04-12T20:27:38.698009+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>解除劳动合同保护\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">本页面最后更新于:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>有害作业\u003C\u002Fh2>\n          \u003Cp>1994年《劳动法》和《女职工劳动保护特别规定》规定，不得安排女职工在怀孕和在哺乳未满一周岁的婴儿期间期间从事国家规定的第三级体力劳动强度的劳动和孕期及哺乳期禁忌从事的活动。对怀孕七个月以上的女职工，不得安排其延长工作时间和夜班劳动。女职工在孕期不能适应原劳动的，用人单位应当根据医疗机构的证明，予以减轻劳动量或者安排其他能够适应的劳动。\u003C\u002Fp>\n\u003Cp>《女职工劳动保护特别规定》列出女职工在孕期和哺乳期禁忌从事的劳动范围。\u003C\u002Fp>\n\u003Cp>禁止孕期女职工从事的劳动范围包括接触有毒物质、生产某些药物、接触放射性物质、高空和冷水作业、高强度体力劳动作业等。\u003C\u002Fp>\n\u003Cp>女职工在哺乳期禁忌从事的劳动范围：(一)孕期禁忌从事的某些劳动范围；(二)作业场所空气中有毒物质浓度超过国家职业卫生标准的作业。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第61&63条；2012年《女职工劳动保护特别规定》第4和6条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>解除劳动合同保护\u003C\u002Fh2>\n          \u003Cp>在怀孕和休产假时，被解雇是受《劳工法》保护的。\u003C\u002Fp>\n\u003Cp>女职工在孕期、产假、哺乳期内的，用人单位不得解除劳动合同。\u003C\u002Fp>\n\u003Cp>如果劳动者在她的固定期限劳动合同的有效期内怀孕，但其合同在怀孕期间期满，合同将自动延长（通过重新制订结束日期或第二份合同），直至哺乳期结束。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第29条；《劳动合同法》第42（4）和45条；2012年《女职工劳动保护特别规定》第5条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>回到原来职位的权利\u003C\u002Fh2>\n          \u003Cp>虽然《劳动法》第29条规定了产假期间不得解除女职工，但没有相关条款规定女职工有权回到原来的职位。\u003C\u002Fp>\n\u003Cp>根据《劳动法》第五十八条第一款规定，“国家对女职工和未成年工实行特殊劳动保护”，《女职工劳动保护特别规定》第五条规定，“用人单位不得因女职工怀孕、生育、哺乳降低其工资、予以辞退、与其解除劳动或者聘用合同”，所以，女职工在休完产假后，可以回到用人单位继续履行与雇主的劳动合同。\u003C\u002Fp>\n\u003Cp>根据《妇女权益保障法》第四十八条，用人单位不得因结婚、怀孕、产假、哺乳等情形，降低女职工的工资和福利待遇，限制女职工晋职、晋级、评聘专业技术职称和职务，辞退女职工，单方解除劳动（聘用）合同或者服务协议。根据此规定，女职工在休产假后有权回到原本的工作。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第29和58（1）条；《妇女权益保障法》\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>相关主题\u003C\u002Fh2>\n      \n          _ll_maternity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n     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2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>有害作业\u003C\u002Fh2>\n\u003Cp>1994年《劳动法》和《女职工劳动保护特别规定》规定，不得安排女职工在怀孕和在哺乳未满一周岁的婴儿期间期间从事国家规定的第三级体力劳动强度的劳动和孕期及哺乳期禁忌从事的活动。对怀孕七个月以上的女职工，不得安排其延长工作时间和夜班劳动。女职工在孕期不能适应原劳动的，用人单位应当根据医疗机构的证明，予以减轻劳动量或者安排其他能够适应的劳动。\u003C\u002Fp>\n\u003Cp>《女职工劳动保护特别规定》列出女职工在孕期和哺乳期禁忌从事的劳动范围。\u003C\u002Fp>\n\u003Cp>禁止孕期女职工从事的劳动范围包括接触有毒物质、生产某些药物、接触放射性物质、高空和冷水作业、高强度体力劳动作业等。\u003C\u002Fp>\n\u003Cp>女职工在哺乳期禁忌从事的劳动范围：(一)孕期禁忌从事的某些劳动范围；(二)作业场所空气中有毒物质浓度超过国家职业卫生标准的作业。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第61&63条；2012年《女职工劳动保护特别规定》第4和6条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>解除劳动合同保护\u003C\u002Fh2>\n\u003Cp>在怀孕和休产假时，被解雇是受《劳工法》保护的。\u003C\u002Fp>\n\u003Cp>女职工在孕期、产假、哺乳期内的，用人单位不得解除劳动合同。\u003C\u002Fp>\n\u003Cp>如果劳动者在她的固定期限劳动合同的有效期内怀孕，但其合同在怀孕期间期满，合同将自动延长（通过重新制订结束日期或第二份合同），直至哺乳期结束。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第29条；《劳动合同法》第42（4）和45条；2012年《女职工劳动保护特别规定》第5条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>回到原来职位的权利\u003C\u002Fh2>\n\u003Cp>虽然《劳动法》第29条规定了产假期间不得解除女职工，但没有相关条款规定女职工有权回到原来的职位。\u003C\u002Fp>\n\u003Cp>根据《劳动法》第五十八条第一款规定，“国家对女职工和未成年工实行特殊劳动保护”，《女职工劳动保护特别规定》第五条规定，“用人单位不得因女职工怀孕、生育、哺乳降低其工资、予以辞退、与其解除劳动或者聘用合同”，所以，女职工在休完产假后，可以回到用人单位继续履行与雇主的劳动合同。\u003C\u002Fp>\n\u003Cp>根据《妇女权益保障法》第四十八条，用人单位不得因结婚、怀孕、产假、哺乳等情形，降低女职工的工资和福利待遇，限制女职工晋职、晋级、评聘专业技术职称和职务，辞退女职工，单方解除劳动（聘用）合同或者服务协议。根据此规定，女职工在休产假后有权回到原本的工作。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第29和58（1）条；《妇女权益保障法》\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>相关主题\u003C\u002Fh2>\n 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即 WageIndicator（薪酬指标），同一机构，相同信息，全新面貌！\u003C\u002Fp>"]