Pregnancy Protection vs. Alleged New Probationary Period After Job Transfer

The court addressed whether a statutory protection period against termination due to pregnancy applied when an employee was dismissed shortly after an internal job transfer, which the employer argued initiated a new probationary period. The court reasoned that when a fixed-term employment relationship tacitly continues after its term expires, it converts into an indefinite one, incorporating the prior duration, meaning the initial statutory one-month probationary period had already passed and could not be re-established for a mere internal job change unless the new role was fundamentally different, which was not the case here; furthermore, any agreement for a new probationary period after the original one expired required written form, which was absent, thus no probationary period existed at the time of dismissal, making the statutory protection against termination applicable.