近年来，部分用人单位在招聘过程中将‘曾申请劳动仲裁’作为筛选条件，变相排斥有维权经历的劳动者。这种做法实质上构成了一种隐性就业歧视，不仅违背了《劳动法》和《就业促进法》中关于公平就业的原则，也打击了劳动者依法维权的积极性。劳动仲裁是法律赋予劳动者维护自身合法权益的重要渠道，其存在本意是化解劳资纠纷、保障劳动关系和谐。若因行使合法权利而被贴上‘问题员工’标签，甚至被整个行业拒之门外，将严重削弱劳动法律制度的公信力。相关部门应加强监管，明确禁止以是否提起过仲裁作为录用标准，并加大对隐性歧视行为的查处力度。同时，社会也应倡导尊重法治、鼓励维权的职场文化，让每一位劳动者都能在公平、安全的环境中就业。
In recent years, some employers have used whether a job applicant has previously filed for labor arbitration as a screening criterion during recruitment, effectively excluding candidates with a history of asserting their legal rights. This practice constitutes a form of covert employment discrimination. It not only violates the principles of fair employment enshrined in China’s Labor Law and Employment Promotion Law but also discourages workers from seeking legal recourse. Labor arbitration is a legally protected mechanism designed to resolve workplace disputes and safeguard harmonious labor relations. Penalizing individuals for exercising this right—by labeling them as ‘problematic employees’ or blacklisting them across entire industries—seriously undermines the credibility of the labor legal system. Regulatory authorities should strengthen oversight, explicitly prohibit using prior arbitration filings as a hiring criterion, and rigorously enforce penalties against such discriminatory practices. Society at large must also foster a workplace culture that respects the rule of law and encourages legitimate rights protection, ensuring every worker can access fair and secure employment opportunities.
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