The Commissioner of the Women's Employment Law approved our client's request for permission to terminate employment.
A client of our firm, a large commercial company, was forced, due to the circumstances of the Corona pandemic, to approach the Commissioner for the Law of Women's Employment with a request, drafted by our firm, for permission to dismiss one of its employees.
As part of the request, it was argued that - in light of the company's reduced activity due to the Corona crisis and in an attempt to reduce its expenses - the company had no choice but to reduce its workforce. Among other things, the company sought to dismiss an employee, whose termination - due to her undergoing fertility treatments - required special permission, in accordance with the provisions of the Women's Employment Law, 1954.
As part of the detailed request, we submitted documents attesting to the company's situation in light of the Corona crisis, including a sharp drop in sales, the company's order backlog, and its turnover compared to the corresponding period last year.
As part of the proceedings conducted with the Supervisor, affidavits were taken from company representatives and from the employee herself, and she was given an opportunity to argue against the intention to dismiss her.
Finally, the supervisor accepted our version and claims, in their entirety, rejected the employee's version and claims, and granted the request for dismissal, explicitly determining that the company's decision to dismiss the employee was not related to her undergoing fertility treatments, but rather to the unfortunate economic circumstances in which the company finds itself, which necessitate a reduction in its workforce.