[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:zh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":135,"in_subsite":56,"contact_page_url":7,"banner_message":136},4413,"fair-treatment","公平待遇",null,"","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment","labourlaw.labourlawpage","zh_CN","2025-09-25T11:50:37.364264+00:00","2026-04-12T17:16:47.330561+00:00","\u002Fcms\u002Fpages\u002F4413\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"中华人民共和国","zh-cn",{"title":20,"slug":21},"在中国工作","work-in-china",{"title":23,"slug":24},"劳动法","labour-laws",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"公平待遇,同工同酬,禁止歧视,女性在工作中的平等待遇 - 中国","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-09-25T13:50:37.364264+02:00","2026-04-12T19:16:47.621006+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>公平待遇\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">本页面最后更新于:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>同工同酬\u003C\u002Fh2>\n          \u003Cp>《中华人民共和国宪法》确认实行同工同酬。1994年《劳动法》也规定，工资分配应当遵循按劳分配原则，实行同工同酬。\u003C\u002Fp>\n\u003Cp>2022年修订的《妇女权益保障法》规定，实行男女同工同酬。妇女在福利待遇方面享有与男子平等的权利。\u003C\u002Fp>\n\u003Cp>来源：§1982年《中华人民共和国宪法》第48条；1994年《劳动法》46条；2022年修订的《妇女权益保障法》第45条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>禁止歧视\u003C\u002Fh2>\n          \u003Cp>依据中国《宪法》规定，中华人民共和国公民在法律面前一律平等。因民族、种族、性别、职业、家庭出身、宗教信仰以及残疾状况而歧视是禁止的。禁止解雇职工的因素有：婚姻状况、怀孕、产假、临时性工伤、性别、宗教信仰、民族、年龄、工会成员、残疾、种族等。\u003C\u002Fp>\n\u003Cp>《劳动法》也禁止民族、种族、性别、宗教信仰的就业歧视。国家保障妇女享有与男性平等劳动权利和社会保障权利。\u003C\u002Fp>\n\u003Cp>根据《就业促进法》，劳动者有平等就业和依据法律自己主动选择工作的权利。不得因为诸如民族、种族、性别、宗教信仰等因素而歧视求职人员。雇主不得拒绝招收女性员工或者以性别为由抬高招收女性员工的门槛。就业促进法进一步禁止以种族划分、残疾、疾病和农民工身份为理由的歧视。\u003C\u002Fp>\n\u003Cp>如果雇主违反上述规定，劳动者可以到人民法院起诉。若有人违法损害劳动者的合法权益以及导致财产损失或者损坏，则此人必须承担民事责任，在有些情况下，还必须承担刑事责任。\u003C\u002Fp>\n\u003Cp>禁止在与就业相关的事宜中歧视残疾人，要求雇主为员工提供适合的工作和岗位。法律禁止在“招聘、录用、转正、晋升、考核、薪酬、福利、工伤保险等方面”歧视残疾员工。该法进一步要求雇主为残疾员工提供与其残疾特点相适应的工作条件和工作保护。雇主必须雇用占其总员工人数1.5%的残疾人，如果残疾人占企业员工总数不到1.5%，则该企业必须缴纳由国家设立的“残疾人就业保障金”。\u003C\u002Fp>\n\u003Cp>来源：§1982年《中华人民共和国宪法》第33条；1994年《劳动法》第12条，2022年修订的《妇女权益保障法》第42，46-49条规定；2007年《就业促进法》2015年修正，第3,25-31,62和68条;；2008年《中华人民共和国残疾人保障法》2018年修正，第30-40条；2007年《残疾人就业条例》\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>女性在工作中的平等待遇\u003C\u002Fh2>\n          \u003Cp>女职工不能和男职工一样在同一产业工作的劳动范围：矿山井下作业；体力劳动强度分级标准中规定的第四级体力劳动强度的作业；每小时负重6次以上、每次负重超过20公斤的作业，或者间断负重、每次负重超过25公斤的作业。2012年《女职工劳动保护特别规定》也对此作了相似的规定。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第59条；2012年《女职工劳动保护特别规定》第4条； 2007年《就业促进法》2015年修正第3条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>关于公平待遇的规定\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            1982年《中华人民共和国宪法》 \u002F Constitution of the People's Republic of China, 1982\n          \u003C\u002Fli>\n          \u003Cli>\n            1994年《劳动法》，2018年修正 \u002F Labour Law 1994, amended in 2018\n          \u003C\u002Fli>\n          \u003Cli>\n            2005年和2022年《妇女权利保护法》\u002F Protection of Rights & Interests of Women Law amended in 2005 and 2022\n          \u003C\u002Fli>\n          \u003Cli>\n            2012《女职工劳动保护特别规定》 \u002F Labour Protection for Female Employees 2012\n          \u003C\u002Fli>\n          \u003Cli>\n            2008年《中华人民共和国残疾人保障法》2018年修正\u002F Law on the Protection of Persons with Disabilities 2008, amended in 2018\n          \u003C\u002Fli>\n          \u003Cli>\n            2007年《残疾人就业条例》\u002F Regulations on the Employment of Persons with Disabilities 2007\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>相关主题\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","公平待遇,同工同酬,禁止歧视,女性在工作中的平等待遇 – .","\u003Cdiv>\n\n\u003Cspan>本页面最后更新于:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>同工同酬\u003C\u002Fh2>\n\u003Cp>《中华人民共和国宪法》确认实行同工同酬。1994年《劳动法》也规定，工资分配应当遵循按劳分配原则，实行同工同酬。\u003C\u002Fp>\n\u003Cp>2022年修订的《妇女权益保障法》规定，实行男女同工同酬。妇女在福利待遇方面享有与男子平等的权利。\u003C\u002Fp>\n\u003Cp>来源：§1982年《中华人民共和国宪法》第48条；1994年《劳动法》46条；2022年修订的《妇女权益保障法》第45条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>禁止歧视\u003C\u002Fh2>\n\u003Cp>依据中国《宪法》规定，中华人民共和国公民在法律面前一律平等。因民族、种族、性别、职业、家庭出身、宗教信仰以及残疾状况而歧视是禁止的。禁止解雇职工的因素有：婚姻状况、怀孕、产假、临时性工伤、性别、宗教信仰、民族、年龄、工会成员、残疾、种族等。\u003C\u002Fp>\n\u003Cp>《劳动法》也禁止民族、种族、性别、宗教信仰的就业歧视。国家保障妇女享有与男性平等劳动权利和社会保障权利。\u003C\u002Fp>\n\u003Cp>根据《就业促进法》，劳动者有平等就业和依据法律自己主动选择工作的权利。不得因为诸如民族、种族、性别、宗教信仰等因素而歧视求职人员。雇主不得拒绝招收女性员工或者以性别为由抬高招收女性员工的门槛。就业促进法进一步禁止以种族划分、残疾、疾病和农民工身份为理由的歧视。\u003C\u002Fp>\n\u003Cp>如果雇主违反上述规定，劳动者可以到人民法院起诉。若有人违法损害劳动者的合法权益以及导致财产损失或者损坏，则此人必须承担民事责任，在有些情况下，还必须承担刑事责任。\u003C\u002Fp>\n\u003Cp>禁止在与就业相关的事宜中歧视残疾人，要求雇主为员工提供适合的工作和岗位。法律禁止在“招聘、录用、转正、晋升、考核、薪酬、福利、工伤保险等方面”歧视残疾员工。该法进一步要求雇主为残疾员工提供与其残疾特点相适应的工作条件和工作保护。雇主必须雇用占其总员工人数1.5%的残疾人，如果残疾人占企业员工总数不到1.5%，则该企业必须缴纳由国家设立的“残疾人就业保障金”。\u003C\u002Fp>\n\u003Cp>来源：§1982年《中华人民共和国宪法》第33条；1994年《劳动法》第12条，2022年修订的《妇女权益保障法》第42，46-49条规定；2007年《就业促进法》2015年修正，第3,25-31,62和68条;；2008年《中华人民共和国残疾人保障法》2018年修正，第30-40条；2007年《残疾人就业条例》\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>女性在工作中的平等待遇\u003C\u002Fh2>\n\u003Cp>女职工不能和男职工一样在同一产业工作的劳动范围：矿山井下作业；体力劳动强度分级标准中规定的第四级体力劳动强度的作业；每小时负重6次以上、每次负重超过20公斤的作业，或者间断负重、每次负重超过25公斤的作业。2012年《女职工劳动保护特别规定》也对此作了相似的规定。\u003C\u002Fp>\n\u003Cp>来源：§1994年《劳动法》第59条；2012年《女职工劳动保护特别规定》第4条； 2007年《就业促进法》2015年修正第3条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>关于公平待遇的规定\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            1982年《中华人民共和国宪法》 \u002F Constitution of the People's Republic of China, 1982\n          \u003C\u002Fli>\n\u003Cli>\n            1994年《劳动法》，2018年修正 \u002F Labour Law 1994, amended in 2018\n          \u003C\u002Fli>\n\u003Cli>\n            2005年和2022年《妇女权利保护法》\u002F Protection of Rights & Interests of Women Law amended in 2005 and 2022\n          \u003C\u002Fli>\n\u003Cli>\n            2012《女职工劳动保护特别规定》 \u002F Labour Protection for Female Employees 2012\n          \u003C\u002Fli>\n\u003Cli>\n            2008年《中华人民共和国残疾人保障法》2018年修正\u002F Law on the Protection of Persons with Disabilities 2008, amended in 2018\n          \u003C\u002Fli>\n\u003Cli>\n            2007年《残疾人就业条例》\u002F Regulations on the Employment of Persons with Disabilities 2007\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>相关主题\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fsexual-harassment'>工作场所的性骚扰\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work'>生育与工作\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fwork-and-wages'>工作和工资\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fforced-labour'>强迫\u002F抵债式劳动\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fminors-and-youth'>未成年人和青年\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Fminimum-wage\u002F'>最低工资\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n     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Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,59,63,67,71,75,79,83,87,91,95,99,103,107,111,115,119,123,127,131],{"id":4,"short_title":7,"title":6,"url":9},{"id":60,"short_title":7,"title":61,"url":62},4414,"工作场所的性骚扰","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fsexual-harassment",{"id":64,"short_title":7,"title":65,"url":66},4415,"未成年人和青年","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fminors-and-youth",{"id":68,"short_title":7,"title":69,"url":70},4416,"强迫\u002F抵债式劳动","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffair-treatment\u002Fforced-labour",{"id":72,"short_title":7,"title":73,"url":74},4417,"参加工会权","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ftrade-union",{"id":76,"short_title":7,"title":77,"url":78},4418,"工会信息","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ftrade-union\u002Ftrade-union-information",{"id":80,"short_title":7,"title":81,"url":82},4419,"家庭责任","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Ffamily-responsibilities",{"id":84,"short_title":7,"title":85,"url":86},4420,"工作健康和安全","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fhealth-and-safety",{"id":88,"short_title":7,"title":89,"url":90},4421,"工作和工资","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fwork-and-wages",{"id":92,"short_title":7,"title":93,"url":94},4422,"工作和疾病","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fsick-leave",{"id":96,"short_title":7,"title":97,"url":98},4423,"工伤补助","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fsick-leave\u002Fwork-injury-benefits",{"id":100,"short_title":7,"title":101,"url":102},4424,"薪酬和工作时间","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcompensation-and-working-time",{"id":104,"short_title":7,"title":105,"url":106},4425,"年假\u002F节假日","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fannual-leave-and-holidays",{"id":108,"short_title":7,"title":109,"url":110},4426,"生育与工作","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work",{"id":112,"short_title":7,"title":113,"url":114},4427,"解除劳动合同保护","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work\u002Fjob-protection",{"id":116,"short_title":7,"title":117,"url":118},4428,"工作女性哺乳婴儿的规定","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":120,"short_title":7,"title":121,"url":122},4429,"社会保障","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fsocial-security",{"id":124,"short_title":7,"title":125,"url":126},4430,"失业津贴","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fsocial-security\u002Funemployment-benefits",{"id":128,"short_title":7,"title":129,"url":130},4431,"合同和解雇","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals",{"id":132,"short_title":7,"title":133,"url":134},4432,"通知要求和经济补偿金","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals\u002Fnotice-and-severance-pay",[],"\u003Cp>Wageindicator.cn 即 WageIndicator（薪酬指标），同一机构，相同信息，全新面貌！\u003C\u002Fp>"]