2021年，我国正式申请加入《全面与进步跨太平洋伙伴关系协定》（CPTPP）。该协议为太平洋沿岸的国家与地区共同签署的一项多边贸易协定，加入此协定的决策符合我国参与世界贸易活动、推动国际治理与变革的总体目标。由于该协定并没有条约保留或延期实施等缓和性质的规定，其中第19章“劳动”中有关国际劳工权利的条款可能对中国的成功加入造成挑战与制约。本文将从CPTPP劳动章节的文本与来源入手，着力于协定中引用的四项基本劳工权利，结合中国法律中相关的规定，进行国内法与国际标准的对比。在对《劳动法》、《刑法》等法律法规的详细解读中，本文认为中国已经满足了国际标准中禁止强迫劳动与禁止使用童工的要求。我国司法实践将强迫劳动的定义扩展到更广泛的范围，公安部门也通过规章制度对强迫劳动的形式进行了更广泛的界定。此外，中国根据国内实际情况调整法律规范，在打击拐卖儿童等犯罪行为上着力，保障未成年人在接受用工关系前完成义务教育的权利，并利用现代科技手段建立使用童工网络与数据库，以提升监管和打击非法使用童工的效率和力度。这些创新点充分体现了中国在吸收国际标准的同时，充分考虑国内实际情况，并积极探索运用科技手段来解决问题。有关劳工权利中的消除就业与职业歧视和保证与促进结社自由与集体谈判权，我国仍需提高与国际标准的相容性。针对社会身份的歧视，过去的政策存在着对外来务工人员的制度歧视，但自中共十六大以来的相关政策使此情况有所减轻。对于女性的就业歧视，主要表现为就业机会不平等和岗位隔离，尽管法律规定了妇女在劳动和社会保障方面的平等权利，但女性在就业市场上的不利地位仍然明显。国际劳工组织实施了“推动中国工作中的平等”项目，但中国在反就业歧视方面仍需加强制度建设。本文建议明确有关反就业歧视的法律法规中的规定，并在司法实践中更加具体地规定就业与职业歧视的标准，以实现消除就业和职业歧视的目标。此外，笔者还探讨了中国法律法规和劳动关系实践中存在的劳工结社自由与集体谈判权利的差距，提出了一系列解决方案，包括工会组织架构多元化、强调工会在谈判中的作用、以及赋予工会更多的主体性权利，旨在促进劳动关系制度更符合国际劳工标准，保障劳动者权益，促进社会稳定与经济发展。
In 2021, China submitted the official application to the depository of the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP). This agreement, signed by countries and regions along the Pacific coast, is a multilateral trade agreement, and China‘s decision to join aligns with its overall goals of participating in global trade activities and promoting international governance. As the agreement does not contain provisions for reservations or deferred implementation, the clauses regarding international labor rights in Chapter 19 “Labor” may pose challenges and constraints to China’s successful accession. The thesis will focus on the text and sources of the CPTPP chapter 9 “Labor”, specifically addressing the four fundamental labor rights referenced in the agreement, and comparing them with relevant provisions in Chinese law to assess the domestic law against international standards.In the detailed interpretation of laws and regulations such as the Labor Law and the Criminal Law, the thesis believes that China has met the requirements of international standards prohibiting forced labor and the use of child labor. China’s judicial practice has expanded the definition of forced labor to a broader scope, and the public security department has also defined the forms of forced labor more extensively through regulatory systems. Additionally, China has adjusted legal norms according to domestic circumstances, focusing on combating crimes such as child trafficking, safeguarding the right of minors to receive compulsory education, and utilizing modern technological means to establish networks and databases for monitoring and cracking down on the illegal use of child labor. These innovations fully demonstrate China’s efforts to absorb international standards while taking into account domestic realities and actively exploring the use of technological means to solve problems.China still needs to improve its compatibility with international standards on the elimination of discrimination in employment and occupation and the safeguarding and promotion of freedom of association and the right to collective bargaining in the context of labor rights. Regarding discrimination based on social status, past policies have exhibited institutional discrimination against migrant workers, but since 2002, the government has implemented policies to encourage population mobility, which is beneficial for protecting the rights of rural migrant workers and other vulnerable labor groups. As for gender-based employment discrimination, it mainly manifests as unequal employment opportunities and job segregation for women. Despite legal provisions for equal rights for women in labor and social security, women‘s disadvantaged position in the job market remains evident. The International Labour Organization has implemented the Promoting Equality in Chinese Workplaces project, but China still needs to strengthen institutional construction in combating employment discrimination. It is suggested to clarify provisions related to anti-employment discrimination in relevant laws and regulations, and to specify standards for the discrimination in judicial practice. Additionally, the thesis discusses Chinese laws and regulations and labor relations practices in terms of labor union and collective bargaining, proposing a series of solutions, including diversifying the organizational structure of trade unions and granting trade unions more substantive rights in negotiations. The solutions aim to promote labor relations systems that are more in line with international labor standards, safeguard the rights of workers, and contribute to economic development and social stability.
