入职前被要求孕检,发现怀孕后如实告知公司,却被“撤回”了offer。
入职要求孕检合法吗?用人单位以此取消招聘是否要担责?4月1日,上海高院通报了这样一起案例。
2023年6月,严女士收到一家公司发来的入职通知,告知她应聘上了财务主管的岗位,除写明薪资、报到时间等信息外,通知还要求严女士提供人绒毛膜促性腺激素检查(HCG)报告,该检查通常用来诊断是否怀孕。
严女士同意入职并向原公司辞职,在按要求检测时发现自己已经怀孕,于是将这一情况如实告知。
谁知几天后,公司突然通知严女士,因规划调整岗位取消,而在其他平台上,该公司仍在发布相同岗位的招聘信息。
多次沟通无果后,严女士陷入失业状态,于是以该公司侵害劳动者平等就业权、恶意取消岗位为由诉至法院,要求赔偿3万余元。
被告公司则辩称,该入职通知是借鉴了模板,不清楚HCG是怀孕检测,更不存在就业歧视,取消岗位是因发展需要,严女士的损失不应由公司承担。
法院经审理后认为,劳动者的平等就业权受法律保护。被告将孕检测试作为入职体检项目,违反《中华人民共和国妇女权益保障法》,在得知应聘人员怀孕后,又恶意取消招聘岗位,存在就业歧视行为,侵害劳动者平等就业权,应承担缔约过失责任。
最终在法院主持下,双方达成调解协议,该公司赔偿严女士相关损失3万余元。
图源视觉中国。
法官说法:
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