4月16日，人力資源社會保障部、最高人民法院聯合釋出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崗降薪作出明確回應。
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.
2022年1月，趙女士入職了一家科技公司，擔任工程師。雙方訂立的勞動合同約定：趙女士的工作分為參與具體專案期間與等待專案期間。參與具體專案期間，趙女士的月工資構成是基本工資3000元，外加專案崗位津貼14000元；等待專案期間，趙女士僅領取基本工資。
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商，便直接向趙女士所在的專案組宣佈“趙女士退出所在專案組”。趙女士反對無果。
隨後，該公司以趙女士未參與專案為由，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.
根據《中華人民共和國婦女權益保障法》和《女職工勞動保護特別規定》，用人單位不得因懷孕降低女職工的工資和福利待遇。
《女職工勞動保護特別規定》第六條規定：“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”，明確“減輕勞動量或者安排其他能夠適應的勞動”的前提是“女職工在孕期不能適應原勞動”。因此，如果孕期女職工能夠適應原勞動的，用人單位應當尊重並保護女職工勞動權利。
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專案的行為，既不符合雙方勞動合同約定的“等待專案期間”的情形，也未徵求趙女士本人同意，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。同時，該公司還以趙女士未參與專案為由降低她的孕期工資標準。這些行為不僅違反了《女職工勞動保護特別規定》，還違反了《中華人民共和國婦女權益保障法》。
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/月的標準補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.
黨的二十大報告提出完善勞動者權益保障制度、保障婦女兒童合法權益等要求，我國多部法律法規對保護女職工勞動權利與身心健康作出了特別規定。
實踐中，用人單位在開展日常用工管理時應注意依法保護女職工尤其是孕期、產期、哺乳期女職工的合法權益，不能透過變相調整工作崗位、提升工作強度等方式侵害孕期、產期、哺乳期女職工的勞動權利，也不能違法降低她們的工資及福利待遇。
同時，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。
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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