There is no such thing as dismissal and triple compensation. China's laws clearly stipulate that employers can get double indemnity if they forcibly dismiss workers. Relevant information is subject to the actual working years of the workers, and the specific situation depends on the actual situation.

First, has the new labor law tripled the dismissal compensation?

There is no such thing as triple compensation. According to Article 47 of the Labor Contract Law of People's Republic of China (PRC), the economic compensation shall be paid according to the standard of one month's salary for each full year. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers.

If the monthly salary of workers is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government or the city with districts where the employer is located, the standard for paying economic compensation to workers is three times the average monthly salary of workers, and the longest period for paying economic compensation to workers shall not exceed 12 years.

The monthly salary mentioned in this article refers to the average salary of workers in the twelve months before the dissolution or termination of the labor contract.

Article 87

Violation of Legal Liability for Dissolving or Terminating a Labor Contract Where an employing unit dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the laborer at twice the economic compensation standard stipulated in Article 47 of this Law.

2. Under what circumstances can the employer terminate the labor contract?

People's Republic of China (PRC) labor contract law

Article 39 If an employee unilaterally terminates (negligently dismisses) a labor contract under any of the following circumstances, the employer may terminate the labor contract:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.

Article 40 If an employee is dismissed without fault, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:

(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.

The above content is the relevant answer to whether the dismissal compensation in the new labor law is three times. The handling of related matters shall be handled by both parties through consultation in strict accordance with the actual reasons for dismissal. If there is any objection to the determination of the relevant handling situation, then the parties may file a labor arbitration with the court and apply for compensation.