《民法典》视域下“工作场所性骚扰”的用人单位责任  

On Employer’s Liability of "Sexual Harassment in the Workplace" from the Perspective of Civil Code

作　　者：何霞[1] 冉智勤 HE Xia;RAN Zhiqin(Law School,Southwest University of Finance and Economics)

机构地区：[1]西南财经大学法学院

出　　处：《人权法学》2023年第1期43-60,151,152,共20页Journal of Human Rights Law

基　　金：中央高校基本科研业务费专项资金资助项目“工作场所性骚扰用人单位责任研究”(JBK2202032)。

摘　　要：《民法典》第一千零一十条规定了用人单位预防和制止性骚扰的义务,但未明确用人单位未履行义务时应承担的责任。目前,对工作场所性骚扰情形中雇主责任的规制主要形成了职场保护主义与私权保护主义两种模式。以人格权保护与侵权责任为基础的私权保护主义模式在我国后《民法典》时代更具现实可行性。基于用人单位工作场所经营者与管理者的角色定位,用人单位防治性骚扰义务在性质上应属于安全保障义务,体现为应当采取措施保护员工免受工作场所性骚扰这一组织风险。用人单位违反该防治义务应当承担的侵权责任是违反安全保障义务的自己责任、过错责任,而非替代责任。就责任形态而言,用人单位如果没有采取合理有效的预防措施,或者知道或应当知道工作场所中发生了性骚扰,未采取有效措施及时制止该性骚扰行为并救济受害人而导致损害后果发生,则构成《民法典》第一千一百六十九条规定的帮助侵权行为,应当与性骚扰加害人承担连带责任。如果受害人能证明用人单位未尽到防治义务,但不能证明用人单位应承担连带责任的,则可依据《民法典》第一千一百九十八条第二款请求用人单位承担补充责任。在现有的法律体系下明确工作场所性骚扰中用人单位的侵权责任有助于完善工作场所性骚扰治理机制。但对于工作场所性骚扰这一结构性问题,未来仍应以建立多元化的规制体系为努力方向。Sexual harassment is an act of gender-based violence and discrimination. In international human rights law, sexual harassment is defined as gender discrimination and gender-based violence. The prohibition of sexual harassment in the workplace is a requirement to guarantee human dignity and a safe working environment. Article 1010 of the Civil Code establishes the employer’s obligation to stop and prevent sexual harassment, but does not specify the employer’s liability in case of failure to fulfill the obligation.At present, the regulation of employers’ liability for sexual harassment in the workplace has developed into two protection models: workplace protection and private rights protection. The private right protection, based on personality rights protection and tortious liability, is more realistic and feasible in China in the post Civil Code era. Given the fact that the employer is both operator and administrator in the workplace, the employer should bear the obligation to prevent against sexual harassment, which needs to be realized though the measures to protect employees from the organizational risk of sexual harassment in the workplace. The tortious liability for the violation of the obligation is the employer’s own liability and fault liability, rather than vicarious liability. As for the form of liability, if the employer fails to take reasonable and effective preventive measures, or knows or should know that sexual harassment is occurring in the workplace, and fails to take effective measures to stop the sexual harassment and provide relief to the victim in a timely manner, which results in the occurrence of damage, the employer shall be held jointly and severally liable with the perpetrator of the sexual harassment for accessory liability for assisting torts under Article 1169 of the Civil Code. If the victim can prove the employer fails in its duty to prevent, but cannot prove the employer is jointly and severally liable, the victim may request the employer to assume supplemental liability pu

关 键 词：《民法典》 工作场所性骚扰 用人单位责任 侵权责任 

分 类 号：D913[政治法律—民商法学]