本文探討台灣對於身心障礙者勞動保護特殊扶助措施—定額進用條款之發展與相關法律問題。首先將先介紹台灣法律規範中身心障礙者勞動定額進用定額之發展，此部份隨著政治與社會變遷以及身心障礙者的權利提昇，從1980 年開始至今有相當大的改變。身心障礙者進用定額從任意到強制，適用之公私企業也逐擴大。其次，討論現行身心障礙者定額進用條款的問題與現狀。身心障礙者進用條款之實踐好壞參半，一方面存在超額進用身心障礙者的情況，另一方面也存在無法達成定額進用的情況，本文將對此提出說明與分析。由於定額進用是優惠性差別待遇（affirmative action），與憲法平等權息息相關。本文也將對定額進用條款

This article is going to discuss the protection that Taiwan government provides for the individuals with disabilities in terms of their rights to work, the development of the employment quota and its allocation, as well as the related legal issues. Firstly in this article the author will introduce the development of the law in Taiwan, which regulates the employment quota allocated among individuals with disabilities. This part of law has a major difference due to the evolution of the structure of the society and the development of the political atmosphere since year 1980. The employment quota for the people with disabilities in an enterprise was applied from at will to mandatory, and the applicability of this mechanism is gradually expanded among private and government entities. The author will then talk about the status of the current applicable law regarding the allocation of employment quota and the problems it is facing when implementing the law. In this part the author will also analyze the up and down sides of the implementation of the employment quota clause where both situations of exceed and failure to achieve the employment quota exist.Subsequently, the author will in this article analyze the constitutionality of the employment quota clause regarding whether the enactment of which was in accordance with the principle of “right of equal protection,” since the employment quota is to realize the “affirmative action” provided in the Constitution, which is closely relevant to the “right of equal protection.” At the end of this article the author will provide conclusion for the above discussions and analysis.