Annual salary of 630,000 yuan. A pregnant female employee from Huawei revealed: she has been at Huawei for three years, working on chip verification all along. She is currently pregnant and feeling overwhelmed, thinking of switching to a comfortable and stable job. What should she do?

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More broadly, in today's workplace environment, hardly any company can avoid competition and pressure. Even within the system, the pace and demands of work are increasing, and the relaxed days of the past are long gone. Nowadays, many workplaces require employees to put in high-intensity efforts in a short amount of time, making it increasingly difficult to strike a balance between work and life.

Actually, the dilemma faced by this female employee is ultimately not about the choice of job, but the conflict between pregnancy and work. Despite her desire for a comfortable and stable job, the reality is that such a job practically does not exist.

In the meantime, a Huawei employee posted online, sharing about the situation where their friend was laid off during pregnancy, mentioning that the friend received a compensation of 820,000 yuan, expressing some envy, being able to stay at home peacefully during the term of pregnancy.

Based on the screenshot, it is evident that this money came as a result of legal litigation, and it is the payment that was reached between the two parties after their dispute in court.

During pregnancy being terminated and receiving such a high compensation is indeed a significant loss for large companies. According to legal regulations, pregnant employees are granted special protection, and during this period, companies cannot dismiss employees at will. They can only terminate the labor contract through negotiation and provide compensation as stipulated. Therefore, as long as employees have passed their probation and not violated any laws, companies are not entitled to unilaterally terminate the labor contract or arbitrarily change their job positions.

Regarding the compensation standards for lay-offs during pregnancy, although they vary in different regions, the differences are usually not significant. For example, a woman who has been working in a company for five years can apply for compensation of 2N during pregnancy, in addition to the remaining salary during the pregnancy and maternity leave pay, totaling up to 29 months of compensation.

For women in the workplace, pregnancy is not an excuse to not work. Although they may feel physically uncomfortable in the early stages of pregnancy, many women can still work efficiently during this period. The key is that pregnant women are not only protected by law, but also have the possibility to break discrimination in the workplace if they can gain the trust of their colleagues and superiors with their professional skills and sense of responsibility.

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