If the company dismisses employees, it may need to pay social security fees.

Legal analysis: social security compensation for employees dismissed by the company. The social security of employees dismissed by the company needs to be paid by the company after finding a job. Whatever the reason, social security will be cut off because there is no job at this time. Need to find a new job, social security transferred to a new unit, paid by the unit.

For employees dismissed by the unit, social security needs to be paid by the unit after finding a job. The specific process is as follows: 1. First, take the employee's ID card, social security card and the resignation certificate of the original unit, and go to the original social security bureau to ask for the basic old-age insurance transfer certificate. 2. Submit the above vouchers, a copy of the original ID card and the social security card to the social security bureau of the current insured place, and fill in the application form for the transfer of the basic old-age insurance relationship of the insured person. 3. After the data is submitted, it usually takes about 45 days to complete the transfer.

Legal basis: Article 39 of the Labor Contract Law of People's Republic of China (PRC). In any of the following circumstances, the employer may terminate the labor contract:

(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 actor 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.