An employee who did not attend to work after her dismissal was terminated due to her pregnancy is deemed to have resigned

An employee decided to disclose her pregnancy close to the end of the advance notice period. The employer informed the employee that her dismissal is canceled but she did not return to work and in a conversation made it clear that she does not intend to return to work.

The Labor Court held that the Women's Work Law stipulates that an employer is required to receive a permit in order to dismiss a pregnant woman. In the circumstances in which the employee refused to return to work after being notified of the cancellation of the dismissal, the employee is deemed to have resigned and in any event it is not a dismissal that contravened the Women's Work Law.