Resumen
Históricamente ha sido la mujer la persona trabajadora que ha padecido en mayor medida el riesgo de ser objeto de un despido injusto o de un trato peyorativo en sus derechos laborales por motivos derivados de su condición biológica de madre potencial o actual, así como de la asunción de las obligaciones de cuidado derivadas de la maternidad. Sin embargo, con la reciente plena equiparación de derechos entre ambos progenitores que supone la sustitución de los permisos de maternidad y paternidad por los de nacimiento y cuidado del menor a raíz del RD-Ley 6/2019, no se puede descartar que esos mismos riesgos se trasladen al futuro padre o progenitor no biológico. De ahí surge la duda del tipo de tutela antidiscriminatoria que se ha de proporcionar a ese otro progenitor.
Historically, women have been the working person who has suffered to a greater extent the risk of being subject to unfair dismissal or pejorative treatment in terms of their labour rights for reasons derived from their biological condition as potential or current mother, as well as from the assumption of the care obligations derived from maternity. However, with the recent full equalization of rights between both parents, which involves the substitution of maternity and paternity leaves by those for birth and care of the child as a result of Royal Decree-Law No. 6/2019, it cannot be ruled out that these same risks will be transferred to the future father or non-biological parent. Hence the question of the type of anti-discriminatory protection that must be provided to that other parent.