CAJ | 학술논문

在欧盟有关立法影响下，法国于2001年通过立法将就业年龄歧视纳入法律规制范畴，其后，有关法律制度进一步获得完善。立法上对“歧视”进行了概念界定，以利于判断行为内容是否违法。为了保护中老年人身心健康以及确保用人单位的业务经营，立法上还规定了不视为歧视行为的“例外规则”。有权利即应有救济，对此，法国对就业年龄歧视提供了行政机关救济、劳动法院救济、刑事司法救济三种权利救济途径。
재구맹유관입법영향하，법국우2001년통과입법장취업년령기시납입법률규제범주，기후，유관법률제도진일보획득완선。입법상대“기시”진행료개념계정，이리우판단행위내용시부위법。위료보호중노년인신심건강이급학보용인단위적업무경영，입법상환규정료불시위기시행위적“예외규칙”。유권리즉응유구제，대차，법국대취업년령기시제공료행정궤관구제、노동법원구제、형사사법구제삼충권리구제도경。
In 2001, France after the age discrimination in employment into the scope of legal regulation, since then, the relevant legal system has been further improved. The analysis of the concept of“discrimination”, to judge the behavior is illegal. Normal business operation in order to protect the elderly people’s physical and mental health and the protection of the employer, the French government also provides“exception rules”. To guarantee the rights relief, France has three kinds of methods to remedy discrimination of age, these methods include administrative relief, labor court relief, and judicial relief.