Different courts do not always make the same judgments on misrepresentation of marital status, pregnancy and childbirth. Courts rule marital status is not relevant to the performance of work in question so that an employee is not obliged to reveal it to the employer. However, some courts point out pregnancy or childbirth will influence work assignment and management, so misrepresentation constitutes fraud. Employers’ compulsory obligations of non-discrimination and protection of pregnancy and childbirth are based on the confirmation of the childbirth’s contribution to the society and the need for gender equality. The obligation and duty of pregnancy protection shall not be exempted only if it increases the costs of employers. Further, if the employer requires the employee to give information about her marital status, pregnancy or childbirth, it may constitute illegal gender discrimination and, in a law suit, it may shift the burden of evidence to the employer.%法院对“隐婚”、“隐育”是否构成欺诈的判决不尽相同，判决“隐婚”不构成欺诈是基于婚姻状况作为个人隐私与工作无直接关联，而判决“隐育”构成欺诈则因其可能影响用人单位的经营管理和工作安排。用人单位生育保障的强制性义务源于法律对生育的社会贡献的肯定和性别平等的内在需求，不因怀孕可能影响工作而免除其义务和责任。用人单位对婚育状况的探知则可能构成就业性别歧视，或应作为举证责任倒置的依据。
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