我國勞動關系的法律調整實行的是單一調整模式,勞動法對所有勞動者實行"一體適用、同等對待",這種模式產生了諸多問題。現實中,由于用工形式不斷發展以及勞動者"從屬性"的彈性,雇員類型表現出多樣性,除了典型雇員,還存在從屬性較弱的"類似雇員的人"以及其他特殊雇員。為此,應更新勞動法的立法理念,在堅持勞動者是弱勢群體的前提下,根據具體場景,考察不同類型雇員的差異,進行相應的規則設計。在立法技術上,應打破傳統的針對所有勞動者的綜合立法模式,向針對特定類型主體和特定事項的專門立法模式轉變,勞動關系法律調整模式實現分類調整和區別對待。

Chinese labor relations operate under a unitary model of legal regulation in which labor law is applied to workers as whole,with everyone treated equally.This causes a number of problems.In reality,due to constantly changing modes of employment and the flexibility of workers’"affiliation, "forms of employment are highly diverse.In addition to regular employees,there are also"quasi-employees" whose affiliation is quite weak,and other special employees.This necessitates the updating of the legislative ideas behind labor law.While holding fast to the assumption that workers are a vulnerable group,we should review the differences between different types of employees and draw up the corresponding regulations on the basis of specific situations.Where legislative technique is concerned,we should do away with the traditional one-size-fits-all legislative model in favor of a dedicated model that targets particular types of subject and particular circumstances.The legal regulation of labor relations should be based on category and differential treatment.