What to do if you develop skin allergies during the probation period in a chemical plant?

There’s another question: I checked online, and this is considered allergic dermatitis, which falls under occupational diseases. Can I apply for workers’ compensation or compensation for occupational diseases?

::( Once a contract and agreement are signed, one can apply for compensation for work-related injuries or occupational diseases

This post was last edited by Watcher Star on 2016-1-16 at 16:00. This can at least be considered a professional taboo, but it certainly doesn’t qualify as an occupational disease. Occupational diseases require assessment; they cannot be detected by ordinary hospitals. But the company can’t fire you! The company is going to reassign employees to different departments, so don’t worry! If the company wants to fire you, sue them: lol

According to the classifications of occupational diseases found online, this should be an occupational skin disease

1. First of all, the company cannot fire you just because you have skin allergies. If you have occupational contraindications, the company should assign you to a different position or temporarily remove you from your current job, that is, transfer you to another role； 2. If the company dismisses you, it’s not only when there is a signed contract that you can assert your rights (such as filing for labor arbitration or seeking an assessment for occupational diseases). You need to keep good evidence of your employment at this company, including contracts, work uniforms, attendance records, pay slips, salary cards, work permits, and so on. Additionally, whether or not a contract is signed is not determined by whether you are on a trial period; many companies suffer losses as a result of not signing contracts with their employees… 3. Your skin allergy cannot yet be classified as an occupational disease; to confirm it as such, an assessment must be carried out. You have the right to request that your occupational health records be copied from the company. It is recommended that you consult relevant regulations and rules, such as the \"Measures for the Supervision and Management of Occupational Health Monitoring in Employers\" (Order No. 49 issued by the State Administration of Work Safety, effective as of June 1, 2012) and the \"Measures for the Diagnosis and Assessment of Occupational Diseases\" (Order No. 91 issued by the Ministry of Health, effective as of April 10, 2013). These two regulatory documents will certainly be useful to you.