論性別平等工作法第13條第2項之雇主責任——以我國行政法院判決為中心

Abstract

我國性別平等工作法（舊名：性別工作平等法）第13條第2項規定，雇主於職場性騷擾發生後，負有採取立即有效之糾正及補救措施之義務，以協助性騷擾受害者遠離職場性騷擾之持續侵擾與不利處境。 而在2023年修法以前，舊法即性別工作平等法第13條第2項所稱「立即有效之糾正及補救措施」，由於法條內容並無對於立即有效之糾正及補救措施作出明確定義，實務上多依賴法院與主管機關等實務見解進行詮釋，致使立即有效之糾正及補救措施在判斷上存有不一致之標準，屢遭批評其規範模糊。2023年性別平等工作法修正後，其第13條第2項對於「立即有效之糾正及補救措施」作出更詳盡之定義，並將雇主應為之義務內容以「是否接獲被害者申訴而知悉性騷擾」之情形區分不同之補救措施內容。 由於本次2023年修法對於雇主之立即有效之糾正及補救措施有更詳盡之規定，本文擬以修法前後之實務見解進行比較分析，探討本次2023年修法之性別平等工作法第13條第2項之修法內容是否承襲過去之行政法院見解而予以明文化，並檢視雇主之事後補救義務是否在本次2023年修法下遭到加重，最後並評析本次2023年修法下性別平等工作法第13條第2項規範之妥當性，期能對性別平等工作法於學理與實務之發展上提供貢獻。

Article 13, Paragraph 2 of Taiwan’s Act of Gender Equality in Employment stipulates that, following an incident of workplace sexual harassment, the employer is obligated to take immediate and effective corrective and remedial measures to assist the victim in escaping continued harassment and any resulting adverse work conditions. Prior to the 2023 amendment, the previous version of Article 13, Paragraph 2 referred to “immediate and effective corrective and remedial measures” without providing a clear statutory definition. In practice, interpretation of this term largely relied on judicial and administrative authorities, resulting in inconsistent standards and frequent criticism for regulatory ambiguity. The 2023 amendment introduced a more detailed definition of “immediate and effective corrective and remedial measures” in Paragraph 2 of Article 13, delineating the employer’s obligations according to whether the employer became aware of the harassment through a formal complaint filed by the victim. In light of the 2023 amendment’s more specific requirements regarding employers’ post-incident obligations, this paper aims to conduct a comparative analysis of relevant judicial and administrative interpretations before and after the amendment. It will examine whether the newly revised Article 13, Paragraph 2 reflects and codifies prior decisions of administrative courts and assess whether the employers’ remedial obligations have been substantively expanded under the new legal framework. Finally, this paper will evaluate the appropriateness of the amended provision in the 2023 Act of Gender Equality in Employment, with the goal of contributing to both the theoretical and practical development in the field of gender equality law.