| 摘要: | 隨著教育普及與經濟發展，社會型態逐漸改變後，女性勞工在勞動市場中日漸活躍，使得女性之勞動力參與率日漸躍升。在女性從事工作後，因「女性」就業而產生的勞動議題被廣泛討論，如「同工同酬」、「家庭照顧」、「性別歧視」等；因此在女性意識抬頭之時，同時也主張女性勞動者應享有平等機會與權利，提倡改善女性工作環境，落實女性在勞動市場中之權益與保障。因此在婦女團體的推動下，我國於2000年三讀通過「兩性工作平等法」並於2001年實施，復自2008年更名為「性別工作平等法」。
然而，自性別工作平等法實施以來，因性別歧視而產生的案件仍層出不窮，懷孕歧視案件則在性別歧視中所佔的比例最高。2012年適逢中國農曆年的龍年，在慶幸我國生育率因而回升之際，懷孕歧視案件卻也同幅增加。由此可見，女性於職場中，仍然會因為生育而遭受到雇主不利對待。
本研究透過探討就業平等的概念、性別就業歧視，以探討懷孕歧視之概念；並以國際性組織及先進國家資料，比較分析與我國就業上懷孕歧視禁止相關制度之異同；同時透過案例研究，歸納整理懷孕歧視之態樣與類型，發現以混合動機歧視之態樣為多，在混合動機歧視的態樣中，又以勞工因懷孕後而對於所擔任之工作確不能勝任時，遭受雇主資遣的之案例為多；並從案例之爭議點中，發現懷孕歧視之動機，多為雇主多是為了規避勞工產假期間之工資，以及勞工申請產假及育嬰假期間之人力空缺問題，為此，本研究進而提出具體解決方法，以保障懷孕女性勞工之勞動權益。
With the popularization of education and economic development, the social patterns change gradually, female workers in the labor market increasingly active, makes women's labor force participation rate jumped growing. After women joining the labor market , because "female "employment generated labor issues been widely discussed, such as "equal pay", "family care", " sex discrimination" and so on. Therefore, when the rise in female consciousness, but also advocates for women workers should have equal opportunities and rights , to improve the working conditions of women, the implementation of women in the labor market and employment protection interests. Therefore, under the impetus of women's groups in our country through three readings in 2000, "Gender Equality in Employment Law" and implemented in 2001, the complex was renamed since 2008, "Act of Gender Equality in Employment."
However, since the implementation of the Act of Gender Equality in Employment, the case of sex discrimination is still emerged endless cases of pregnancy discrimination in sex discrimination in the highest proportion. 2012 marks the Chinese Lunar New Year of the Dragon, under the improved fertility, pregnancy discrimination cases but also with a significant increase. Thus, women in the workplace, still suffer because of maternity employers unfavorable treatment.
This study explore the concept of equality in employment, gender discrimination in employment, in order to explore the concept of pregnancy discrimination; and international organizations and developed countries information, comparative study of the similarities and differences of pregnancy discrimination and prohibition on employment-related systems; simultaneously through case studies, collate and analyze pregnancy discrimination aspect and type. The study found mixed-motive discrimination aspect cases are overwhelming majority, and in aspect of mixed-motive discrimination, when the workers due to pregnancy and indeed as incompetent for the work, subject to the employer's severance cases as much; and from the point of contention in the case, found that pregnancy discrimination motives, mostly for employers to circumvent the salary of workers during maternity leave, as well as issues of workers vacancies apply during maternity leave and parental leave, therefore, this study puts forward concrete solutions, to protect the labor rights of pregnant women laborers. |
