Employment contract termination during pregnancy is partially allowed; discrimination damages are separate from invalid termination damages.

The Supreme Court partially dismissed the cassation appeal, quashing the lower court's ruling on the employer's termination of the fixed-term contract during pregnancy while upholding the dismissal of the discrimination claim. The plaintiff argued that terminating a substitute contract during pregnancy violated the prohibition on discrimination, whereas the employer contended the termination was justified by operational needs and did not constitute discrimination. The court held that an invalid termination and a discriminatory termination are distinct legal issues, allowing the employee to claim separate damages for the latter even if the former is not recognized.