Why are enterprises afraid to hire three-phase female workers?

1, from the point of view of "profit", of course, enterprises should hire employees with high "cost performance".

Enterprises generally pursue the maximization of interests.

Once a married childless woman is hired, the enterprise will face the risk of pregnancy, childbirth and lactation in the past two years, which will seriously affect the normal operation of the enterprise. The Labor Contract Law stipulates that enterprises should pay wages to pregnant women on a monthly basis and are not allowed to dismiss or transfer at will, which makes enterprises in a passive state.

In the final analysis, enterprises dare not rashly hire married childless women, and the biggest worry is that they are afraid of "stepping on a minefield".

Because the Labor Law, the Labor Contract Law, the Special Provisions on Labor Protection for Female Employees and other laws and regulations have given special protection to female employees in the third period, enterprises are more cautious in recruitment and dare not go beyond the "thunder pool".

"Labor Contract Law" clearly stipulates the protection of "Phase III" female employees:

(1) Special protection of labor contract relations (see Articles 42 and 45 of the Labor Law and the Contract Law for details);

(2) Special protection work (see Article 6 1 of the Labor Law for details); Articles 4 and 6 of the Special Provisions on Labor Protection for Female Employees);

(3) Special protection of remuneration package;

(4) the main provisions of labor protection during childbirth (maternity leave treatment, the right of pregnant women not to be dismissed), etc.

2. "Phase III" female workers have high expenses.

From pregnancy to childbirth, the company needs to bear (obvious expenses) for a female employee, such as social security expenses, provident fund expenses, basic salary during childbirth and other benefits;

In addition, there are costs (hidden costs), such as work sharing costs, as well as postpartum instability costs (re-recruitment);

If HR fails to deal with the problem of the third-phase female workers, it will easily lead to labor relations disputes, and the expenses arising from labor disputes should not be underestimated.

In other words, inviting a prospective pregnant woman to work in the company is equivalent to inviting someone who can't work wholeheartedly for nearly two years, and the company has to "pay the bill" for her.

If the postpartum female worker proposes to leave, the cost of the enterprise will be too great.

It can be seen that the relevant laws and regulations, while protecting women in the third period, have also become a stumbling block to the development of enterprises.

3. Past cases make enterprises daunting.

Since the promulgation of various laws and regulations to protect women workers, most enterprises have frequently stumbled in the process of managing women workers in the third stage.

For example, a female employee promised the company that she would never give birth within three years before joining the company, only to find that she was pregnant six months later. According to the Special Provisions on Labor Protection of Female Employees, female employees can enjoy maternity leave 128 days (regulations vary from place to place).

In addition, female employees who manage pregnancy are prone to problems, pregnant women are inconvenient to move, and accidents are prone to occur on the way to work and commuting; Maternity leave 128 days, the work of this position needs to continue, and the enterprise needs to adjust the work arrangement, which is a management trouble. Female workers during pregnancy often take time off because of things, and their work efficiency is low. Female workers can't put 100% energy into their work in the early postpartum period.

4.HR's own pressure

Sometimes, because of temporary weakness, HR thinks that job seekers will not have children for three years before the interview. Who knows that the front foot just lifted the leg and joined the job, and the back foot said to HR: "I am pregnant." HR suffered a dumb loss invisibly and was criticized by the boss for not saying that the performance bonus would be affected.

In addition, with the liberalization of two children, enterprises and HR are generally worried about having two children for job seekers who have already given birth to one child. Especially when the first child is about 3-5 years old, it is particularly easy to be anxious.