男方可以给女方休陪产假吗？Can the man give the woman paternity leave?
其实每个人对于怀孕都是非常兴奋的，尤其是妻子怀孕的话，她还需要在未来的产假期间向公司申请，所以新生命的到来对于任何一个家庭来说都是神圣的。那么，男方可以给女方休陪产假吗?
一、男方陪产假能给女方休吗
多数省份的《人口与计划生育管理条例》中规定男方陪产假一般是7天，晚婚晚育可延长至10天。但是也有长达30天的陪产假，例如河南省。陪产假期间的工资制度各单位也都不尽相同，奖金福利不变。还有部分地区可将男性的陪产假转到女方的产假中去，由女性代替男性休假。
二、刚续签合同就休产假会被辞退吗
《劳动法》对女职工在怀孕期、产期和哺乳期实施特殊劳动保护。
根据《劳动合同法》规定，女职工在孕期、产期、哺乳期的，除非具备严重违反用人单位规章制度;严重失职给用人单位造成重大损害;同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，以及被依法追究刑事责任等自身有重大过错的法定情形，用人单位不得解除劳动合同。因此，只要符合休产假的法定条件，就可以在新合同生效后休产假，用人单位不得以此为由辞退员工。
公司女性员工在其“三期”即孕期、产期和哺乳期内，该员工的合法权益是应当受到法律的特殊保护的，合同期未满的情况下，任何企业和个人都不得以怀孕、生育和哺乳为由，解除其劳动合同。否则，女职工可以据此向劳动仲裁委员会申请仲裁事宜。
三、产假工资是公司出还是社保局
1、根据我国计划生育办法和各省市计划生育条例规定，用人单位怀孕女职员享受国家规定产假期间，产假工资照发，享受全勤待遇。目前我国产假工资公司一般由用人单位按月发放给员工，其主要目的就是保证生育女职员产假期间基本生活。但请注意一点，那就是在已实行生育津贴发放制度地区，生育津贴包含产假基本工资，生育津贴具有产假工资性质，社保机构将生育津贴发放给用人单位，再由用人单位发放给职工。
2、生产女职工的产假：单胎顺产90天，其中产前休息十五天，产后休息七十五天;难产者，增加15天;符合计划生育晚育条件的，另增加晚育假15天;多胞胎生育者，每多生育1个婴儿增加产假15天。自然流产女职工的产假：妊娠3个月以内自然流产或者宫外孕者，产假30天;妊娠3个月以上7个月以内自然流产，产假45天。
以上是关于男方能否给女方陪产假的详细介绍。综上所述，它提醒你，如果公司为员工购买社保，他们可以在产假期间获得工资。如果他们不买社保，那就要看即使你不上班，公司是否愿意为你支付全额工资。
Actually, everyone is very excited about pregnancy, especially if their wife is pregnant. She also needs to apply to the company during future maternity leave, so the arrival of a new life is sacred for any family. So, can the man give the woman paternity leave?
1、 Can the male partner take paternity leave for the female partner
The Population and Family Planning Management Regulations of most provinces stipulate that the paternity leave for the male partner is generally 7 days, and late marriage and childbirth can be extended to 10 days. But there are also up to 30 days of paternity leave, such as in Henan Province. The salary system during paternity leave varies among different units, and bonuses and benefits remain unchanged. In some areas, male paternity leave can be transferred to the female's maternity leave, and the female can take the male's leave instead.
2、 Will taking maternity leave immediately after renewing the contract result in dismissal
The Labor Law provides special labor protection for female employees during pregnancy, childbirth, and lactation.
According to the Labor Contract Law, female employees who are pregnant, giving birth, or breastfeeding, unless they have seriously violated the rules and regulations of the employer; Serious dereliction of duty causing significant damage to the employer; Employers are not allowed to terminate their labor contracts if they establish labor relations with other employers at the same time, which seriously affects the completion of their own work tasks, or if they are held criminally responsible in accordance with the law, or if they have significant legal faults. Therefore, as long as the legal conditions for taking maternity leave are met, employees can take maternity leave after the new contract takes effect, and employers cannot dismiss employees on this basis.
The legitimate rights and interests of female employees of the company during their third period, namely pregnancy, childbirth, and lactation, should be specially protected by law. Before the contract period expires, no enterprise or individual may terminate their labor contract on the grounds of pregnancy, childbirth, or lactation. Otherwise, female employees can apply for arbitration matters to the labor arbitration committee based on this.