论算法用工管理的劳动法规制：风险成因、域外经验和基本框架

Regulating Algorithmic Employment Management under Labor Law: Risk Causes, International Experiences, and a Regulatory Framework

摘要:

数字时代劳动法规制算法用工管理失灵。直接原因在于算法规制的一般方法并未融入劳动法的特定机制中，根本原因在于诞生于第一次工业革命、成型于第二次工业革命的传统劳动法所依据的事实前提与 核心假设在数字时代受到挑战。检视域外，欧盟以《改善平台工作劳动条件指令》为范本，是社团主义下多维度保护劳动者权利的模式；英国以《工作监控指南草案》、美国以纽约市《行政法典》“自动化就业决策”专章为范本，是自由主义下对用人单位规范性赋权的模式。立足本土构建我国劳动法规制算法用工管理的基本框架：坚持以人的发展为前提发挥算法管理的多元价值，贯彻事实至上、风险分配、有利原则与比例原则的规制原则，构建目标公平安全、方式可解释、结果负责任的劳动法规制机制。

Abstract:

In the digital era, the immediate cause of the failure of labor law to regulate algorithmic employment management is the general regulation methods of algorithm are not integrated into the specifi c mechanisms of labor law; and the root cause lies in the fact that the factual premises and core assumptions underpinning traditional labor law—born in the First Industrial Revolution and matured in the Second I ndustrial Revolution—are now being challenged in the digital age. Through examining extraterritorial regulatory models, the EU's "Directive on Improving Working Conditions in Platform Work” serves as a paradigm, representing a corporatist approach to multi-dimensional worker protection, whilst the UK’s "Draft Guidelines of Work Monitoring" and New York City's Administrative Code's "Chapter Automated Employment Decision" in U.S. demonstrate a model of normative empowerment for employers under liberalism. To build a basic framework for regulating algorithmic employment management in China, we should prioritize human development, adhere to principles such as fact-precedence, risk distribution, favorableness, and proportionality, and construct the labor law regulatory mechanism to ensure algorithm employment management's fair and safe goals, transparent and interpretable methods, and responsible results