Because of maternity leave and marriage leave, many positions only recruit married and fertile women. What do you think?

Some companies require that they be married and have children, mainly because married and have children will not have any problems affecting normal work arrangements during pregnancy, such as maternity leave and breastfeeding leave, which will save the company a lot of things. However, the state's liberalization of the second child policy only increases the chances of married employees having a second child, and cannot change the practice of requiring companies to be married and have children when recruiting. Therefore, the requirement of being married and having children in enterprise recruitment has little to do with the national policy of liberalizing the second child.

1. Why do companies require that they are married and have children?

1. Unmarried female employees have the phenomenon of floating with their husbands after marriage.

Because unmarried women find their boyfriends or husbands who live far away from their work units, it will cause inconvenience in life. Under normal circumstances, they will find a work unit closer to their husbands or families while working, and some even jump ship directly to their husbands' work units. Therefore, it is a common phenomenon for female employees to change jobs to work in units close to their places of residence after marriage.

A few years ago, our company recruited an unmarried female worker from a technical school to work in a laboratory. After joining the company, the company sent her to participate in the training of laboratory tests and obtained the qualification certificate of laboratory tests. It should be said that the female employee did perform well, and the laboratory data were submitted for inspection many times, which made the leaders feel at ease at work. But only for more than a year, she talked about a boyfriend who was from other regions, got married six months later, and resigned from the company just after the honeymoon.

2. Married and childless female workers have pregnancy, maternity leave and breast-feeding leave

Married and childless female workers take leave of marriage after entering the job, and then get pregnant, and they need regular birth check-ups during pregnancy; Then I will take maternity leave for more than three months. Even if I go to work after maternity leave, I will give breastfeeding leave every day. Moreover, the work energy of pregnant women will definitely decline, which will lead to a decrease in work efficiency. No one will take over the work during maternity leave, and it is too uneconomical for short-term recruiters to replace them. Therefore, unmarried female employees do have various holidays and physical and life inconveniences from marriage to childbirth, which will indirectly and directly affect the normal work arrangements of enterprises. This is also the main reason why enterprises do not like to recruit unmarried and childless female employees when recruiting employees.

Xiao L is a relative of the boss. After graduating from junior college, she went to the company. The boss took care of her in a logistics management position. Soon after she went to work, she talked about love, got married in less than half a year, and then naturally got pregnant. Xiao l originally belonged to the company that took care of him. After pregnancy, he didn't do much work in production, and he was almost pregnant in the company. After giving birth to a child, she proposed to extend maternity leave for three months. After three months expired, she also proposed to take personal leave for three months. Three months after this personal leave, I simply resigned and became a full-time wife!

second, does the enterprise recruitment requirement of being married and having children comply with relevant regulations?

If the enterprise expressly stipulates that unmarried and childless women are not recruited, it will violate the National Employment Promotion Law and the Regulations on the Protection of Women's Rights and Interests. The Notice on Further Standardizing Recruitment Behavior and Promoting Women's Employment issued by the Ministry of Human Resources and Social Security, the All-China Women's Federation and the Ministry of Education clearly stipulates that recruitment shall not limit gender or gender priority, restrict women's job search and employment on the grounds of gender, refuse to hire women, ask about women's marriage and childbirth, take pregnancy test as an entry medical examination item, take birth restriction as an employment condition, and raise the employment standards for women in a differentiated manner; Incorporate the situation that employers and human resources service institutions accept administrative punishment for publishing recruitment information containing gender discrimination into the integrity record of the human resources market, and implement disciplinary punishment for dishonesty according to law; Conduct joint interviews with employers suspected of gender discrimination in employment. If the interviewed unit refuses to accept the interview or refuses to make corrections after the interview, it will be investigated and dealt with according to law and exposed to the public through the media.

3. What do you think of the requirement of being married and having children when recruiting enterprises?

An enterprise is a legal person, and it has the freedom to recruit and choose employees, but it must not be discriminated against in employment such as gender, otherwise it will be suspected of breaking the law. Although it is generally required to be married and have children in the recruitment process of enterprises, it is generally only grasped by the recruiter in the recruitment process, and it will not be clearly stated in the open recruitment book that unmarried and childless women will not be employed, which will lead to employment discrimination against unmarried and childless women and violate the law. Therefore, it is a common phenomenon that enterprises generally like to recruit married and fertile women in the recruitment process. Although it is not open at the time of recruitment, there is indeed an employment discrimination against unmarried and childless women in essence, but it is difficult to prove that the enterprise is illegal in evidence.

Fourth, the relationship between the national policy of liberalizing the second child and the recruitment of enterprises also requires that they are married and have given birth.

The national policy of liberalizing the second child is only to allow the birth of a second child. For the recruitment of enterprises, as mentioned above, women who have given birth to a second child can work in enterprises with more peace of mind and stability without various holidays such as marriage leave, pregnancy and maternity leave, which is more conducive to the arrangement of work and training plans of enterprises. Therefore, for enterprises, they should prefer to recruit women who have given birth to a second child. Therefore, the state's liberalization of the second-child birth policy has little to do with the requirement that enterprises are married and have children when recruiting.

5. How to give full play to the advantages of unmarried and childless women in seeking employment by enterprises

1. Married and childless women, if they have no plans to have children in the near future, can take the initiative to identify their married and childless status in the interview, and make a very positive commitment to explain under what circumstances they plan to have children in combination with their career plans. It is best to give a more specific timetable, and persuade HR to hire you on the basis of time. Highlight your expertise in the interview, and sometimes you can take the initiative to explain that you can go back to work immediately after three months of maternity leave, or even work at home during maternity leave, without affecting your work in the company, so as to get the understanding of the company HR and be hired.

a female formulator in our company will work from home less than one month after giving birth, which will not affect the company's work and business. Less than two months after maternity leave, she went to work and hired a nanny to stay in the company to take care of the children. Of course, the company hoped that she would cancel if she went back to work, and also gave her a special discount to take care of her children while going to work. At the same time, if the salary is paid as usual, the salary at work will also be paid as usual.

2. Whether you can really be hired or not, what is more important is your personal quality and ability level. If your ability is strong enough and your performance is particularly excellent, generally speaking, enterprises will not place too much emphasis on whether you are married or not. Therefore, in the recruitment process of enterprises, more attention is paid to whether the personal qualities of candidates are excellent, and whether they are married or have children is not an absolute additional condition.

conclusion: unmarried and childless female workers have various holidays such as getting married and having children, which will affect the company's work arrangement and training plan. Therefore, most enterprises like to recruit married and fertile women in the recruitment process, but it will not be clearly stated in the recruitment advertisement, but it will be flexibly mastered by the recruitment HR. However, the national policy of releasing the second child is only to allow the second child to be born. For enterprise recruitment, as mentioned above, women who have given birth to the second child can work in the enterprise with more peace of mind and stability without various holidays such as marriage leave, pregnancy and maternity leave, which is more conducive to the enterprise's work arrangement and training plan. Therefore, for enterprises, they should prefer to recruit women who have given birth to a second child. Therefore, the state's liberalization of the second-child birth policy has little to do with the requirement that enterprises are married and have children when recruiting. Whether you can really be hired or not, what is more important is your personal quality and ability. In the recruitment process of enterprises, more attention is paid to whether the personal qualities of candidates are excellent, and whether they are married or have children is not an absolute additional condition.