摘要：On Wednesday, the Supreme People's Court and the Ministry of Human Resources and Social Security jointly disclosed five landmark l

4月16日，人力资源社会保障部、最高人民法院联合发布第四批劳动人事争议典型案例，其中一起对用人单位能否因女职工怀孕调岗降薪作出明确回应。

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.

案情回顾

2022年1月，赵女士入职了一家科技公司，担任工程师。双方订立的劳动合同约定：赵女士的工作分为参与具体项目期间与等待项目期间。参与具体项目期间，赵女士的月工资构成是基本工资3000元，外加项目岗位津贴14000元；等待项目期间，赵女士仅领取基本工资。

图源：视觉中国

2023年2月，赵女士告知该科技公司自己怀孕了。该公司未与赵女士沟通协商，便直接向赵女士所在的项目组宣布“赵女士退出所在项目组”。赵女士反对无果。

随后，该公司以赵女士未参与项目为由，按每月3000元支付其孕期工资。赵女士向仲裁委员会申请仲裁。

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.

法官说法：用人单位能否因为

女职工怀孕调岗降薪？

根据《中华人民共和国妇女权益保障法》和《女职工劳动保护特别规定》，用人单位不得因怀孕降低女职工的工资和福利待遇。

《女职工劳动保护特别规定》第六条规定：“女职工在孕期不能适应原劳动的，用人单位应当根据医疗机构的证明，予以减轻劳动量或者安排其他能够适应的劳动”，明确“减轻劳动量或者安排其他能够适应的劳动”的前提是“女职工在孕期不能适应原劳动”。因此，如果孕期女职工能够适应原劳动的，用人单位应当尊重并保护女职工劳动权利。

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.

简言之，该科技公司的所作所为是违法的！

本案中，该科技公司要求赵女士退出所在项目的行为，既不符合双方劳动合同约定的“等待项目期间”的情形，也未征求赵女士本人同意，更未经医疗机构证明赵女士存在“不能适应原劳动”的情形，是一种变相调整孕期女职工岗位的行为。同时，该公司还以赵女士未参与项目为由降低她的孕期工资标准。这些行为不仅违反了《女职工劳动保护特别规定》，还违反了《中华人民共和国妇女权益保障法》。

图源：视觉中国

因此，仲裁委员会依法裁决该公司按照赵女士原工资待遇17000元/月的标准补齐赵女士的孕期工资差额。

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.

典型意义

党的二十大报告提出完善劳动者权益保障制度、保障妇女儿童合法权益等要求，我国多部法律法规对保护女职工劳动权利与身心健康作出了特别规定。

实践中，用人单位在开展日常用工管理时应注意依法保护女职工尤其是孕期、产期、哺乳期女职工的合法权益，不能通过变相调整工作岗位、提升工作强度等方式侵害孕期、产期、哺乳期女职工的劳动权利，也不能违法降低她们的工资及福利待遇。

同时，女职工也应科学评估自身身体状况，正确看待不能适应原劳动等特殊情形，积极与用人单位沟通，合理维护自身合法权益。

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.

记者：曹音

案例来源：最高人民法院

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