Should I be fired if I am married and not pregnant?

Recently, Ms. Wang of Guangzhou was dismissed for getting married at the end of her first day at work. Ms. Wang introduced that she had just joined the company and was familiar with her daily duties. Then she was called by the personnel to talk, saying that she saw her employment information and said that she was married and felt that she wanted children in the future. Ms. Wang made it clear that she was looking for night shifts half the time and had no plans to get pregnant in the near future. Ms. Wang asked why she was not told not to get married during the personnel interview. The personnel said that the company's notice and decision are like this now, and she hopes to recruit a stable person who will not get pregnant.

It is a great irony that women are dismissed because they are married and not pregnant under the background of giving money directly to boost their fertility wishes. No wonder some netizens spit on the Internet. 20 years old, they are too inexperienced; At the age of 25, they are afraid of having children; At the age of 28, they are afraid of having a second child; At the age of 35, they are too old ... in the workplace, it is too difficult for women.

The Labor Law and the Employment Promotion Law clearly stipulate that workers shall not be discriminated against because of their nationality, race, sex and religious beliefs. The Notice on Further Standardizing Recruitment Behavior to Promote Women's Employment also clearly points out that employers and human resources service agencies should not ask about women's marriage and childbirth during recruitment, and should not take birth restrictions as employment conditions. Although there are many laws and regulations to protect women's equal employment rights in the workplace, explicit or implicit gender discrimination still exists, such as being married and not pregnant, being dismissed, etc.

Of course, the employer has the right to dismiss employees, including female employees, but only if the employees are not competent for the current job or there are major mistakes. Obviously, according to the law, Ms. Wang does not belong to the category of dismissal, because it is only her first day at work, and she can neither prove that she is incompetent for the job nor prove that she has made a big mistake with high probability. Moreover, the personnel of the company involved also clearly "hope to recruit a stable person who will not be pregnant", which shows that Ms. Wang was dismissed because she was "married and not pregnant". The practice of this unit is obviously not only gender discrimination in the workplace, but also suspected of violating labor law, employment promotion law and other laws and regulations.

Gender discrimination against women in the workplace has been repeatedly banned. On the one hand, employers' illegal costs are low, and many female employees who encounter gender discrimination dare not or will not defend their rights. They compromised and forgave illegal behavior. Even defending rights is not only time-consuming and laborious, but also the compensation is often not high, and you may lose your job. In this case, Ms. Wang who was dismissed only received compensation of 100 yuan. With such a low illegal cost, employers naturally dare to dismiss "unwilling" female employees unscrupulously. On the other hand, some units have to do this because of the consideration of labor cost. Sometimes the pregnancy and childbirth of female employees really upset the personnel arrangement of the unit, and some even need to recruit new personnel to temporarily fill the position, but the female employees will have duplication and redundancy after giving birth.

But for whatever reason, gender discrimination such as being married and not pregnant should not be an obstacle for women to apply for jobs. For the dismissal of married and pregnant employees, not only the parties concerned should actively defend their rights, but also the labor and social security departments should intervene in time to make the units suspected of violating the law pay the corresponding price and give warnings to other units with similar intentions. At the same time, government departments can also give corresponding tax incentives or financial subsidies to enterprises where female employees work during their childbearing period, and share the labor costs of enterprises. Only by strictly controlling gender discrimination in the workplace and reducing the burden on enterprises can we continuously create a more equal and friendly employment environment for women.