The approach blucalm is offering is nearly the definition of sex discrimination. You can’t play the odds when hiring in protected classes, you need to assess the applicants on an individual basis...

> you need to assess the applicants on an individual basis...

Except that he probably cannot (for example) ask the applicant if they are likely to have kids or use the leave policy in the near future. That would be judging them on an individual basis, but in many jurisdictions it's prohibited.

And someone who is planning on jumping ship for another job isn't going to tell you anything either. So what difference does it make?

Yes. You're either sexist, eat the costs or not hire at all. Quite a tough spot for a very small business. I think the laws should align incentives instead of creating situations like that.

You completely ignore the fact that it makes no difference. You seem awfully comfortable with the idea that a man won't screw you over and a woman will by going on a leave. If you want to be irrational, you might as well not even start a business because it could all be destroyed by hurricanes, floods, or fire too.