就业年龄歧视之间接治理:域外立法例考察与借鉴

Regulating Indirectly Age Discrimination in Employment: International Experience on Legislation and Its Reference

就业年龄歧视的间接治理方式以高龄劳动者的具体劳动权保障为面向,不处理年龄歧视本身的疑难法律问题,却能够起到间接限制或促进减少年龄歧视的效果,应成为我国目前较为妥当的制度选择。文中分别考察了消极性间接治理以及积极性间接治理的域外立法概况,进而提出我国相关制度建设的基本思路:有关劳动权保护立法中关注对于就业年龄歧视的治理作用;就业年龄歧视的治理不偏离平等原则;构建高龄劳动者就业促进的积极行动制度体系。

Regulating indirectly age discrimination in employment can benefit the labor rights of the old workers. At the same time, it doesn＇t deal with the legal problems of anti-age discrimination. However, indirect restriction or promoting of the reduction of age discrimination should be an appropriate institutional choice for China. In this paper, according to the overview of international experience on legislation, I put forward the basic ideas of institutional system in China： The legislation on the protection of labor rights should be concerned with anti-age discrimination in employment; Anti-age discrimination in employment does not deviate from the principle of equality; It is important to actively promote the employment of the older workers.