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On Wednesday, the Supreme People's Court and the Ministry of Human Resources and Social Security jointly disclosed five landmark labor-related cases, reaffirming the importance of safeguarding female employees during pregnancy and requiring employers to robustly uphold women's legitimate rights and interests.
周三，最高人民法院和人力資源和社會保障部聯合披露了五起具有里程碑意義的勞動相關案件，重申了保護女員工孕期權益的重要性，并要求用人單位大力維護女性的合法權益。
In February 2023, Zhao informed the company of her pregnancy. Without any communication or negotiation, the company unilaterally announced her withdrawal from the project team and subsequently paid her only the basic salary of 3,000 yuan per month, arguing that she was not assigned to any project.
2023年2月，趙女士告知該科技公司自己懷孕了。該公司未與趙女士溝通協商，便直接向趙女士所在的項目組宣布“趙女士退出所在項目組”。隨后，該公司以趙女士未參與項目為由，按每月3000元支付其孕期工資。
Zhao objected to this decision but was unsuccessful. Consequently, she filed an arbitration application, demanding that her employer pay her the original monthly salary of 17,000 yuan.
趙女士反對無果。因此，她提出了仲裁申請，要求雇主支付她原來每月17000元的工資。
Ultimately, the arbitration commission sided with Zhao.
最終，仲裁委員會站在了趙女士的一邊。
If a female employee is unable to adapt to her original job during pregnancy, the employer should, based on medical certification, reduce her workload or arrange other suitable jobs.
“女職工在孕期不能適應原勞動的，用人單位應當根據醫療機構的證明，予以減輕勞動量或者安排其他能夠適應的勞動”
If a female employee can still handle her job during pregnancy, the employer should respect and protect her right to work.
如果孕期女職工能夠適應原勞動的，用人單位應當尊重并保護女職工勞動權利。
In Zhao's case, the technology company's decision to remove her from the project team did not align with the agreed labor contract, nor did it include her consent. Furthermore, there was no medical certificate to prove that Zhao was unfit for her position, according to the top court.
本案中，該科技公司要求趙女士退出所在項目的行為，既不符合雙方勞動合同約定的“等待項目期間”的情形，也未征求趙女士本人同意，更未經醫療機構證明趙女士存在“不能適應原勞動”的情形，是一種變相調整孕期女職工崗位的行為。
Therefore, the company's actions in adjusting Zhao's job position and cutting her salary violated legal regulations, the top court added.
最高法院補充說，因此，該公司調整趙女士的工作職位和削減她的工資的行為違反了法律規定。
While urging employers to enhance the protection of female employees' rights, particularly during pregnancy, the top court and the ministry have also encouraged female employees to scientifically assess their physical conditions and communicate proactively with their employers to safeguard their own rights.
在敦促雇主加強對女員工權利保護的同時，特別是在懷孕期間，最高法院和該部還鼓勵女職工也應科學評估自身身體狀況，正確看待不能適應原勞動等特殊情形，積極與用人單位溝通，合理維護自身合法權益。
記者：曹音
案例來源：最高人民法院
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