What is the official reason for the company to dismiss its employees?

If the laborer has a legal fault, that is, in the case of Article 39 of the Labor Contract Law, the employer may unilaterally terminate the labor contract without paying economic compensation. \x0d\ If there are legal circumstances, that is, the circumstances stipulated in Article 40 or Article 41 of the Labor Contract Law and the circumstances stipulated in Article 42 do not exist, the employing unit may unilaterally terminate the labor contract, but it shall pay economic compensation. If the contract is terminated according to Article 40, the employer shall notify the employee in writing 30 days in advance or pay the employee an extra month's salary. \x0d\x0d\ Legal basis: Labor Contract Law \ x0d \ Article 39 The employer may terminate the labor contract under any of the following circumstances: \ x0d \ (1) The employee is proved to be unqualified for employment during the probation period; \x0d\ (2) Serious violation of the rules and regulations of the employing unit; \x0d\ (3) Serious dereliction of duty, graft, causing great damage to the employing unit; \x0d\ (4) The laborer has established labor relations with other employers at the same time, which has seriously affected the completion of the work tasks of the unit, or the employer refuses to correct it; \x0d\ (5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law; \x0d\ (6) Being investigated for criminal responsibility according to law. \x0d\x0d\ Article 40 In case of any of the following circumstances, 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: \ x0d \ (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; \x0d\ (2) The laborer is not qualified for the job, and he is still not qualified for the job after training or job adjustment; \x0d\ (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. \x0d\ x0d \ Article 41 In any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees, but it accounts for more than 10% of the total number of employees in the enterprise, the employing unit shall explain the situation to the trade union or all employees 30 days in advance. After listening to the opinions of the trade union or employees, the layoff plan can be made after being reported to the labor administrative department: \ x0d \ (/kloc- \x0d\ (2) Serious difficulties occur in production and operation; \x0d\ (3) The enterprise needs to reduce its staff after changing the labor contract due to production changes, major technological innovations or adjustment of business methods; \x0d\ (4) Other major changes have taken place in the objective economic conditions on which the labor contract was concluded, which makes it impossible to perform the labor contract. \x0d\ When retrenching personnel, priority should be given to the following personnel: \x0d\ (1) Those who have entered into long-term fixed-term labor contracts with their own units; \x0d\ (2) Entering into an open-ended labor contract with this unit; \x0d\ (3) There are no other employees in the family, and there are elderly people or minors to support. \x0d\ If the employing unit reduces its staff in accordance with the provisions in the first paragraph of this article and recruits staff again within six months, it shall notify the retrenched staff and give priority to recruiting the retrenched staff under the same conditions. \x0d\x0d\ Article 42 The employing unit shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law if the employee is under any of the following circumstances: \ x0d \ (1) The employee who is exposed to occupational hazards fails to undergo occupational health examination before leaving his post, or the patient suspected of occupational diseases is under diagnosis or medical observation; \x0d\ (2) Party B suffers from occupational diseases or work-related injuries in this unit and is confirmed to have lost or partially lost the ability to work; \x0d\ (3) Being sick or injured at work within the prescribed medical treatment period; \x0d\ (4) Female employees are in pregnancy, childbirth and lactation; \x0d\ (5) Having worked continuously in this unit for fifteen years and less than five years before the statutory retirement age; \x0d\ (6) Other circumstances stipulated by laws and administrative regulations.