Darius Sabaitis

Klausimas. Darbdavys pasiūlė išeiti iš darbo pagal 125 str. šalių susitarimu, aš sutikau ir pasirašiau susitarimą, bet nesu tikra – gali būti, kad aš laukiuosi.

Ar gali pasirašytas susitarimas dėl atleidimo netekti galios, iki atleidimo jei paaiškėtų kad aš vis gi laukiuosi ir pristatysiu pažymą apie nėštumą?

Nes jei nesilaukiu tai aš sutinku būti atleista, bet jei ne tai ar galiu likti darbe tose pačiose pareigose?

Atsakymas. Remiantis Lietuvos Respublikos darbo kodekso (toliau – DK) 132 str. 1 d. paminėtina, kad darbo sutartis negali būti nutraukta su nėščia moterimi nuo tos dienos, kai darbdaviui buvo pateikta medicinos pažyma apie nėštumą, ir dar vieną mėnesį pasibaigus nėštumo ir gimdymo atostogoms, išskyrus atskirus atvejus, taip pat laikinąją darbo sutartį pasibaigus jos terminui.

Taigi išanalizavus minėta straipsnį darytina išvada, kad pažyma apie nėštumą turi būti pateikta darbdaviui iki susitarimo sudarymo dėl darbo sutarties nutraukimo.

Jeigu tokia pažyma nebuvo pateikta, vadinasi, susitarimas dėl darbo sutarties nutraukimo šalių susitarimu lieka galioti.

Šiame straipsnyje yra pateikti UAB „LB BALTIC“ teisininkų komentarai, pagrįsti teisės aktų ir teismų praktikos analize. Šis straipsnis negali būti laikomas oficialia teisine išvada. Dėl teisinės konsultacijos konkrečiu atveju prašome kreiptis į UAB „LB BALTIC“ teisininkus.

UAB „LB BALTIC"

LAW & BUSINESS COMPANY

Naugarduko g. 41-217

LT-03227, Vilnius

Tel. / Fax. 852030795

Tel. 867472024

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www.lbbaltic.lt

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