What are the risks and impacts of companies recruiting married women without children?

1. Risks faced by recruiting married women with no children

Every company will consider this issue when recruiting. Once a woman is pregnant, troubles will follow one after another. She has to take care of all aspects. She cannot arrange heavy work or work overtime. She often has to take leave. She also needs wages, benefits, insurance subsidies, etc. She also has to face several months of maternity leave. After the maternity leave, she still needs to pay more. Breastfeeding leave...especially since we in Hebei have proposed to extend maternity leave until the child is one year old...so the operating costs of an enterprise will increase a lot for no reason. As for an employee who is pregnant until the end of the lactation period, as long as there is no major violation of regulations, the company generally cannot fire her. Therefore, for a company, if it recruits a married woman with no children, she will not be able to work with peace of mind within two years, or even have no child. out. An enterprise's efforts require returns and are profit-oriented, so it is understandable for enterprises to take these into consideration.

2. Enterprises have no right to deprive female employees of their reproductive rights.

Some companies require female employees to promise, and some women even take the initiative to promise not to get pregnant within a few years, and write it into the contract. This is not in compliance with the law, so it is an invalid contract. Employees can Report to the labor and social security department, and after verification, the company will be punished. So even if you promise not to have children now, if you change your mind once you have children after joining the company, no matter who tries to recruit you, the company will not only be unable to fire you, but will also take care of you.

Of course, this is a problem that married women without children encounter when looking for jobs, but it is not impossible to solve. So here I would like to give some suggestions to female friends at this stage:

1. Women of childbearing age should not resign easily. If you have a job in the company at this stage, try not to resign. Because medical insurance needs to be continuous, once you leave your job, you will not be able to find a job for a while, causing the interruption of medical insurance. If you become pregnant at this time, getting maternity subsidies may be a problem in the future.

2. Make a pregnancy plan. During interviews, companies usually ask this question. Some women promise not to have children and hope that the company will consider it. At this time, there is not enough evidence to prove that the company will certainly not believe you, so we don’t have to avoid this question. It is much better to make a convincing pregnancy plan based on your family situation than to commit to not having children.

3. Value replacement. As mentioned above, companies are reluctant to recruit employees at this stage because it increases their operating costs for no reason. However, at this time, if the value you create for the company is greater than the possible increased costs, the company will welcome you.

So, at this time, you have to emphasize what you can do for the company and what value you will create for the company in the past two years, so that the company feels that the benefits you get from using you are much greater than the risks. I have said that enterprises are driven by profits, so they will naturally make a clear choice at this time.

4. Employees who are planning to have children but cannot find a job need not be discouraged. At this time, you can study more at home, take a certificate that is useful in the industry, and increase your own value when you go out to work in the future.