积极老龄化背景下老年人劳动权保障的法治之路

The Legal Path to Safeguarding the Right to Work of the Elderly in the Context of Active Ageing

摘要: 积极老龄化战略的深入推进，对传统劳动法以“退休年龄”为权利分界点的制度逻辑提出了根本性挑战。本文从法学理论视角出发，系统探讨积极老龄化背景下老年人劳动权的法律定位、保障困境与实现路径。研究发现，我国现行劳动法体系深嵌于“退休即退出劳动权保护”的制度逻辑之中，导致已退休再就业老年人陷入“劳动但无劳动权”的身份困境。这一困境的制度根源在于劳动法与社会保障法的制度割裂、退休制度与劳动关系认定标准的绑定，以及积极老龄化理念在法律层面的转化不足。应当从宪法基本权利高度确认老年人劳动权的独立地位，解构“劳动权与退休权排斥”的传统观念，确立二者并行不悖的法理立场。在此基础上，借鉴比较法经验，构建以“劳动关系–特殊劳动关系–劳务关系”为框架的多元法律身份体系，建立独立于劳动关系的社会保险参保机制，并通过反就业年龄歧视立法为老年人劳动权提供系统保障。积极老龄化不仅是政策口号，更应转化为具有规范效力的法律原则，引领劳动法完成从“年龄排除”到“包容性保护”的时代转型。

Abstract: The ongoing advancement of active ageing strategies poses a fundamental challenge to the institutional logic of traditional labour law, which treats the “retirement age” as the dividing line for rights. From a legal theoretical perspective, this paper systematically examines the legal status of older people’s labour rights, the challenges to their protection, and pathways to their realisation in the context of active ageing. The research reveals that China’s current labour law system is deeply embedded in the institutional logic that “retirement signifies withdrawal from the protection of labour rights”, resulting in older people who have returned to work after retirement finding themselves in the predicament of “working without labour rights”. The institutional roots of this predicament lie in the institutional fragmentation between labour law and social security law, the linkage between the retirement system and the criteria for determining employment relationships, and the insufficient translation of the concept of active ageing into legal terms. This paper proposes that the independent status of older people’s right to work should be affirmed from the perspective of fundamental constitutional rights, deconstructing the traditional notion that “the right to work and the right to retirement are mutually exclusive”, and establishing a legal position in which the two coexist without contradiction. On this basis, drawing on comparative law, a multi-tiered legal status framework comprising “employment relationships-special employment relationships-service relationships” should be constructed. A social insurance enrolment mechanism independent of employment relationships should be established, and systematic safeguards for the labour rights of older people should be provided through legislation against age discrimination in employment. Active ageing should not merely be a policy slogan, but must be transformed into a legally binding principle with normative force, guiding labour law through an epochal transition from “age exclusion” to “inclusive protection”.