Regulatory Pathways for Labor Rights in Platform Employment: An Exploratory Analysis

互联网平台用工模式因其特殊性与传统用工模式相区分，致使传统的劳动关系判定标准无法适配此种用工模式。目前国内通常采取行政指导之形式对平台从业者权益加以保护，相关制度规范呈现供给不足现状。司法裁判因缺乏法律规范予以明确指引，应对平台用工纠纷，出现实施选择性保护与同案不同判的司法倾向。将以从属性为核心的二分法框架适用于该类用工形式，在人格从属性与经济从属性两方面均无法匹配；而以强调类雇员概念的三分法框架嵌套平台用工，则将进一步混淆劳动关系界定标准。我国应借鉴域外立法例，针对该类从业者制定专门立法，弥补平台用工劳动权益立法保护的缺失。The platform employment model, distinguished by its unique characteristics from traditional labor arrangements, renders conventional criteria for determining employment relationships inadequate. In China, current regulatory efforts predominantly rely on administrative guidance to safeguard platform workers’ rights, with the existing institutional framework remaining insufficient in normative supply. Judicial adjudication demonstrates selective protection tendencies and inconsistent rulings in similar cases when addressing platform employment disputes, due to the absence of definitive legal standards. Application of the dichotomous framework centered on subordination proves incompatible with platform employment in both personal and economic dimensions, while adopting the trichotomous framework emphasizing quasi-employee concepts further obfuscates employment relationship criteria. Drawing comparative insights from foreign jurisdictions, China should establish specialized legislation targeting platform workers to address legislative gaps in labor rights protection within the digital economy context.