近日，一起涉及地中海贫血（简称‘地贫’）携带者被幼儿园解聘的事件引发社会广泛关注。当事人因体检中被查出为地贫基因携带者，遭园方以‘影响工作’为由解除劳动合同。随后，该幼师依法提起劳动仲裁并申诉至法院，主张其健康状况并不影响正常教学工作，且地贫携带者不具备传染性，解聘行为涉嫌就业歧视。对此，当地教育主管部门及人社部门联合回应称，已介入调查，并强调用人单位不得以非职业相关健康因素为由拒绝或解除员工聘用，尤其对于不具传染性、不影响履职能力的遗传性疾病携带者。官方答辩指出，我国《就业促进法》和《残疾人保障法》均明确禁止基于健康状况的不合理差别对待。目前案件仍在审理中，但此事件再次引发公众对隐性就业歧视与劳动者权益保障的关注，也呼吁社会各界加强对地贫等遗传病科学知识的普及，消除误解与偏见。
Recently, a case involving the dismissal of a kindergarten teacher who is a carrier of thalassemia—a hereditary blood disorder commonly known as ‘Di Pin’ in Chinese—has drawn widespread public attention. The teacher was terminated after a routine health check revealed she carried the thalassemia gene, with the employer citing ‘impact on job performance’ as the reason. The teacher subsequently filed for labor arbitration and appealed to the court, arguing that her carrier status does not impair her ability to teach and poses no infectious risk, thus constituting unlawful employment discrimination. In response, local education and human resources authorities jointly stated they have launched an investigation, emphasizing that employers may not terminate or refuse employment based on non-job-related health conditions—especially for genetic conditions like thalassemia that are non-contagious and do not affect work capacity. Official statements referenced China’s Employment Promotion Law and Law on the Protection of Persons with Disabilities, both of which prohibit unreasonable differential treatment based on health status. While the case remains under judicial review, it has reignited public discourse on hidden employment discrimination and the protection of workers’ rights, while also highlighting the need for greater public awareness and scientific understanding of genetic disorders like thalassemia to combat stigma and misinformation.
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