If the employee is unable to work for a period of time except for work-related injury or illness treatment, or is proved to be unqualified for employment during the probation period, or the employee is incompetent after training or post adjustment, or violates laws and regulations, the employer may terminate the labor contract in accordance with relevant laws and regulations.

Moreover, if employees are fired for violating laws and regulations, there is generally no financial compensation.

However, if the unit dismisses employees on the grounds of violating rules and regulations, it should be fair and reasonable, well-founded and not arbitrary. If the parties feel unreasonable, they should be given the opportunity to appeal.

As for whether there is compensation for the termination of the labor contract, it should be determined according to the actual situation of the parties. Generally speaking, except for those who violate the law and discipline, others must be compensated.

According to the Labor Contract Law of People's Republic of China (PRC)

Article 39 The employing unit may terminate the labor contract under any of the following circumstances:

(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 Under 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:

(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.