亲哥去世，员工请假奔丧被辞！法院判了

2月8日，法治日报披露一起案件，引发关注。案件详情如下：

2023年4月8日，乔某入职某养老中心，岗位为厨师。

同年8月19日，乔某亲哥哥病危，乔某在微信上向某养老中心后厨经理高某请假15天，高某表示批不了这么长时间的假，后乔某表示可以申请不带薪的假期。8月20日晚，乔某哥哥去世，乔某向高某发微信称“高经理，我原来是想明天再干一天的，现在看来不及啦，今晚上就回去了，准备明早坐火车走，所以向你请假”。

A recent labor dispute reported by the Legal Daily has drawn public attention after a nursing home was found to have unlawfully fired an employee who took leave to attend to his critically ill brother.

According to the case details, Qiao was employed as a cook at a nursing home on April 8, 2023. On Aug 19, after learning that his elder brother was critically ill, Qiao requested 15 days of leave via WeChat from the kitchen manager, surnamed Gao. Gao replied that such a long leave could not be approved. Qiao then offered to take unpaid leave instead.

The following evening, Aug 20, Qiao's brother passed away. Qiao informed Gao with a Wechat message asking for leave.

8月25日下午，乔某再次向高某发微信称，“高经理，我现在正在回京的路上，明天上班”，高某回复称，“下周一找我，写辞职信，明天不用进公司”。

8月28日，某养老中心向乔某发送辞退信，载明：“乔某8月21日在未告知病危人员与乔某的亲属关系、未出具医疗卫生部门诊断结果、公司未做好相应工作安排且未获同意的情况下，擅自离岗至8月25日。公司综合上述因素经研究决定予以辞退乔某。”

On Aug 25, while returning to Beijing, Qiao messaged Gao that he would resume work the next day. Gao responded, "Come see me on Monday to submit a resignation letter. Do not come to the company tomorrow."

Three days later, the nursing home issued a dismissal letter, stating that Qiao had left his post without approval from Aug 21 to 25, without clarifying the family relationship, providing medical documentation, or obtaining consent — thus violating company rules.

乔某认为某养老中心构成违法解除，经仲裁后诉至法院，请求某养老中心支付违法解除劳动合同赔偿金等。

某养老中心辩称，丧假主要适用于直系亲属，乔某哥哥去世请假不在法定范围之内，且乔某未经同意请假，影响了工作的正常开展。

Qiao argued that the dismissal was illegal and filed a labor arbitration claim, followed by a lawsuit, seeking compensation for unlawful termination.

The nursing home contended that bereavement leave applies only to immediate family members, not siblings, and that Qiao's unauthorized absence disrupted operations.

bereavement /bɪˈriːvmənt/ n. 丧友，丧亲

北京市第三中级人民法院审理后认为，解除劳动关系是对劳动者最为严厉的惩戒措施，将使劳动者丧失现有的工作，故须综合用人单位的业务性质、劳动者违纪情形以及给单位可能造成的损失或影响、适用其他惩戒措施的行为等方面对解除行为的合理性予以审查。乔某亲哥哥病危去世，向单位提出请不带薪的事假，用人单位不予准假，事后以劳动者擅自离岗、严重违反规章制度为由径行解雇，有违公序良俗，在不存在其他合法解除劳动合同事由的前提下，某养老中心的行为构成违法解除劳动合同。

据此，北京三中院对本案终审后判决某养老中心构成违法解除劳动合同，应向乔某支付违法解除劳动合同赔偿金7000余元。

The Beijing Third Intermediate Court emphasized that termination is the most severe disciplinary measure and must be reasonably justified. The court found that Qiao had requested unpaid leave due to his brother's critical condition and subsequent death. Denying the leave and then dismissing him for "absenteeism" contravened principles of fairness and good faith, as well as public order and good customs. In the absence of other lawful grounds for termination, the nursing home's actions constituted illegal dismissal.

Accordingly, the court upheld the ruling that the nursing home must pay Qiao over 7,000 yuan in compensation for unlawful termination.

来源：法治日报

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