论企业内部工资保密规则的劳动法规制  

On the Labor Law Regulation of Internal Pay Secrecy Rules in Enterprises

作　　者：刘国良 Liu Guoliang(School of Law,Wuhan University,Wuhan 430072,China)

机构地区：[1]武汉大学法学院,湖北武汉430072

出　　处：《西北民族大学学报（哲学社会科学版）》2021年第4期99-110,共12页Journal of Northwest Minzu University(Philosophy and Social Sciences)

基　　金：2020年度教育部人文社会科学研究青年基金项目“社会保险待遇权法律保障问题研究”(项目编号:20YJC820012)。

摘　　要：现有劳动立法及相关规范未对企业内部工资保密规则的合法性予以明确,导致司法实践对其合法性的判定莫衷一是。工资保密规则合法性之争的实质是用人单位经营管理自主权与劳动者工作平等权之间的冲突。为了落实同工同酬原则,保障劳动者的工作平等权,基于劳动法“矫正正义”的理念和“比例原则”的要求,对用人单位利用经营管理自主权制定工资保密规则的这一行为必须明确予以规制,仅在特定情况下承认其合法性。结合我国的实际现状,可以选择劳动者自愿披露工资的立法模式,明确规定劳动者有自愿披露个人工资的权利,从而抑制隐形就业歧视,促进同工同酬原则的实现。The existing labor legislation and relevant regulations do not clarify the legitimacy of the internal pay secrecy rules,which leads to different judgments on its legitimacy in judicial practice.The essence of the dispute over the legitimacy of pay secrecy rules is the conflict between the employer's management right and workers'equal right to work.In order to implement the principle of equal pay for equal work and guarantee workers'equal right to work,the employer's behavior of making pay secrecy rules by using management rights must be clearly regulated based on the concept of“corrective justice”in labor law and the requirement of“principle of proportionality”,and its legitimacy should only be recognized under certain circumstances.In accordance with the actual situation of our country,we can choose the legislative mode of workers'voluntary disclosure of pay,and clearly stipulate that workers have the right to voluntarily disclose their personal pay,so as to suppress the implicit employment discrimination and promote the realization of the principle of equal pay for equal work.

关 键 词：工资保密 工资歧视 同工同酬 工资披露 比例原则 

分 类 号：D922[政治法律—法学]