The expansion and application of employment decision-making algorithms in the field of enterprise employment has triggered a new type of gender discrimination risk in employment, which appears not only in the employment decision-making process, but also in advance when job advertisements are pushed. By deconstructing the principle of employment gender discrimination in employment decision-making algorithms and analyzing its impact on the traditional judicial review of employment gender discrimination, it is found that the new employment gender discrimination caused by the intervention of employment decision-making algorithms has a great impact on the traditional review standards of direct and indirect discrimination review standards. Therefore, it is necessary to improve the review standards of constituent elements and exceptions to resolve the difficulties of judicial review of gender discrimination, and avoid the damage caused by gender discrimination in employment to the right to equal employment of employees so as to effectively protect their legitimate rights and interests.