Recently, a company in a certain region required female job applicants to undergo pregnancy tests as part of their pre-employment medical examinations, sparking widespread public concern and debate. According to China’s Employment Promotion Law and the Law on the Protection of Women’s Rights and Interests, employers are prohibited from refusing to hire women based on gender or reproductive status, and may not impose job-related requirements unrelated to the actual position during recruitment.Pregnancy testing is generally irrelevant to an individual’s job capabilities unless the role involves specific health or safety risks—such as exposure to radiation or hazardous chemicals. In most cases, mandating such tests constitutes employment discrimination. Local human resources and social security authorities have launched an investigation, reiterating that companies must comply with legal hiring practices and uphold women’s equal employment rights. Experts note that such practices not only violate the law but also damage a company’s reputation and hinder the creation of a fair and inclusive workplace. Job seekers encountering similar situations are advised to preserve evidence and file complaints with labor inspection authorities. Companies, meanwhile, should enhance compliance training to avoid legal and reputational risks.
近日，某地企业在招聘过程中要求女性应聘者在入职体检中进行妊娠测试，引发社会广泛关注和争议。根据我国《就业促进法》和《妇女权益保障法》，用人单位不得以性别或婚育状况为由拒绝录用女性，也不得在招聘、录用过程中设置与岗位无关的限制条件。妊娠测试通常与工作能力无直接关联，除非特定岗位存在明确的健康或安全风险（如接触放射性物质或高危化学品），否则强制要求妊娠检测涉嫌就业歧视。当地人力资源和社会保障部门已介入调查，强调企业应依法规范招聘行为，保障女性平等就业权利。专家指出，此类做法不仅违反法律规定，也损害企业形象，不利于构建公平、包容的职场环境。建议求职者如遇类似情况，可保留证据并向劳动监察部门投诉维权。同时，企业应加强合规培训，避免因不当操作引发法律风险和舆论危机。
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