4月16日，人力資源社會保障部、最高人民法院聯(lián)合發(fā)布第四批勞動人事爭議典型案例，其中一起對用人單位能否因女職工懷孕調(diào)崗降薪作出明確回應(yīng)。
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.
案情回顧
2022年1月，趙女士入職了一家科技公司，擔(dān)任工程師。雙方訂立的勞動合同約定：趙女士的工作分為參與具體項(xiàng)目期間與等待項(xiàng)目期間。參與具體項(xiàng)目期間，趙女士的月工資構(gòu)成是基本工資3000元，外加項(xiàng)目崗位津貼14000元；等待項(xiàng)目期間，趙女士僅領(lǐng)取基本工資。
圖源：視覺中國
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(xié)商，便直接向趙女士所在的項(xiàng)目組宣布“趙女士退出所在項(xiàng)目組”。趙女士反對無果。
隨后，該公司以趙女士未參與項(xiàng)目為由，按每月3000元支付其孕期工資。趙女士向仲裁委員會申請仲裁。
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. 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. Ultimately, the arbitration commission sided with Zhao.
法官說法：用人單位能否因?yàn)?/strong>
女職工懷孕調(diào)崗降薪？
根據(jù)《中華人民共和國婦女權(quán)益保障法》和《女職工勞動保護(hù)特別規(guī)定》，用人單位不得因懷孕降低女職工的工資和福利待遇。
《女職工勞動保護(hù)特別規(guī)定》第六條規(guī)定：“女職工在孕期不能適應(yīng)原勞動的，用人單位應(yīng)當(dāng)根據(jù)醫(yī)療機(jī)構(gòu)的證明，予以減輕勞動量或者安排其他能夠適應(yīng)的勞動”，明確“減輕勞動量或者安排其他能夠適應(yīng)的勞動”的前提是“女職工在孕期不能適應(yīng)原勞動”。因此，如果孕期女職工能夠適應(yīng)原勞動的，用人單位應(yīng)當(dāng)尊重并保護(hù)女職工勞動權(quán)利。
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. If a female employee can still handle her job during pregnancy, the employer should respect and protect her right to work.
簡言之，該科技公司的所作所為是違法的！
本案中，該科技公司要求趙女士退出所在項(xiàng)目的行為，既不符合雙方勞動合同約定的“等待項(xiàng)目期間”的情形，也未征求趙女士本人同意，更未經(jīng)醫(yī)療機(jī)構(gòu)證明趙女士存在“不能適應(yīng)原勞動”的情形，是一種變相調(diào)整孕期女職工崗位的行為。同時(shí)，該公司還以趙女士未參與項(xiàng)目為由降低她的孕期工資標(biāo)準(zhǔn)。這些行為不僅違反了《女職工勞動保護(hù)特別規(guī)定》，還違反了《中華人民共和國婦女權(quán)益保障法》。
圖源：視覺中國
因此，仲裁委員會依法裁決該公司按照趙女士原工資待遇17000元/月的標(biāo)準(zhǔn)補(bǔ)齊趙女士的孕期工資差額。
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. Therefore, the company's actions in adjusting Zhao's job position and cutting her salary violated legal regulations, the top court added.
典型意義
黨的二十大報(bào)告提出完善勞動者權(quán)益保障制度、保障婦女兒童合法權(quán)益等要求，我國多部法律法規(guī)對保護(hù)女職工勞動權(quán)利與身心健康作出了特別規(guī)定。
實(shí)踐中，用人單位在開展日常用工管理時(shí)應(yīng)注意依法保護(hù)女職工尤其是孕期、產(chǎn)期、哺乳期女職工的合法權(quán)益，不能通過變相調(diào)整工作崗位、提升工作強(qiáng)度等方式侵害孕期、產(chǎn)期、哺乳期女職工的勞動權(quán)利，也不能違法降低她們的工資及福利待遇。
同時(shí)，女職工也應(yīng)科學(xué)評估自身身體狀況，正確看待不能適應(yīng)原勞動等特殊情形，積極與用人單位溝通，合理維護(hù)自身合法權(quán)益。
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.
記者：曹音
案例來源：最高人民法院
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