Is pregnancy before marriage a reason for dismissal?

65438+1October 12 According to Shandong Business Daily "Shanhai Video" and other reports, Ms. Wang in Guangzhou was recently fired because she got married on her first day at work. Ms. Wang asked HR why she was not told not to get married during the interview. The other party said that the company's notice and decision are all like this now, and she hopes to recruit a stable person who will not get pregnant. "If you are pregnant, the company will be in trouble. The company now hopes to recruit a stable one who will not get pregnant. " After the incident was reported, people expressed sympathy for Ms. Wang's experience, and some people thought that the practice of the unit involved was discrimination against women in the workplace. Ms. Wang also felt aggrieved and said, "When I first met this situation, I felt that the employment environment for women was particularly unfriendly, because if you are married or unmarried, or if you have a boyfriend but don't have a boyfriend, others will have bad feelings for you." Judging from the reaction of public opinion, many people take this as an example, voicing all forms of discrimination in the workplace, especially the troubles encountered by women, which is even more thought-provoking. Like the "reasons" given by some employers in many previous cases, Ms. Wang in this case was also "picked" by the unit because of the issue of marriage and childbirth. In reality, some employers and companies consider operating costs and fail to pay attention to and protect the rights and interests of workers. They take it for granted that female employees will get pregnant and have children soon after marriage, which will affect their work and cannot create economic benefits for enterprises. Therefore, they treat female job seekers differently and even dismiss them maliciously.

China's labor law prohibits any form of employment discrimination and has special protection for pregnant women's rights and interests. Ethically speaking, working women with reproductive needs should also be understood and taken care of by their employers. However, there are always some units that ignore the legal requirements, lack humanistic care, discriminate against female job seekers only from the interests, or treat female employees unfairly.

In reality, employers require job seekers to tell "whether they are married, whether they have children" and "when they will have children", which is also suspected of infringing on the personal privacy of job seekers. Some female job seekers, although married, have no desire to give birth at least in the short term. Instead, they are labeled by some employers as "women giving birth after marriage will definitely delay their work". Individual employers' disrespect for women is essentially a disregard for the rights and dignity of workers. Job hunting and recruitment is a two-way choice process. In reality, people will choose the job that suits them best. If they are unhappy and lack development prospects, they will not choose to join the job. Moreover, many people will refer to the experience and lessons of other job seekers, understand the situation of a unit through various channels, and avoid the "pit" that may exist in the job search process. If some units discriminate against workers and are often complained and exposed by netizens, then even if the "treatment" is good, it will be abandoned by workers and the market sooner or later.

Therefore, employers should not confuse the key issue of protecting the rights and interests of workers. It is the bottom line requirement not to treat female job seekers differently and not to engage in employment and workplace discrimination. Now more and more female job seekers, like Ms. Wang in the above incident, will take reasonable and legal measures to protect their rights once they encounter discrimination. Or directly find the employer to reflect the problem, or expose the improper behavior of the employer through the network, or seek the help of relevant departments and laws to safeguard personal rights and interests. Only by carrying out necessary supervision and regulation on the behavior of employers can social employment and workplace environment become fairer.