Under which circumstances can an employer terminate a labor contract without advance notice?

The correct choice pertains to scenarios involving employee disobedience and violent opposition. Employers are typically permitted to terminate a labor contract without advance notice when an employee engages in severe misconduct that poses a threat to the safety, well-being, or functionality of the workplace. This includes acts of violence or severe defiance against instructions from management, as these behaviors can jeopardize the security of other employees and disrupt workplace operations.

In workplace regulations, such termination is often classified as "immediate termination for cause," reflecting the urgent need to protect the work environment from harmful actions. The legal framework in many locations supports swift action against such misconduct to maintain a safe and productive work setting.

The other scenarios presented, while they may warrant disciplinary action, generally do not justify immediate termination without prior notice or discussion. Missing several days of work could lead to disciplinary measures but often follows a process that allows the employee to explain their situation. Economic downturns can result in layoffs or restructuring but typically require notice and consideration of other factors before immediate termination is enacted. Therefore, the emphasis on immediate termination in cases of violent opposition underscores the critical nature of ensuring safety and order in the workplace.