中國大陸勞務派遣超常發展帶來的就業歧視問題，重新引發勞務 派遣的存廢之爭。中國大陸一種較為主流的看法是希望通過修改《勞 動合同法》中有關勞務派遣「三性」、「同工同酬」的規定，並擴大行 政處罰，以一種曲線廢除的方式將派遣用工引入正規用工。這種思維 曾經是二◦◦八年開始實施《勞動合同法》時的基本思維，然而，恰 恰是這種立法方式導致勞務派遣的大發展。一方面認為洪水滔天，一 方面又希望以堵塞漏洞的思維來解決問題，中國大陸有關部門的矛盾 態度只有從既是立法者，又是執法者的現實狀況才能找到答案。事實 上，中國大陸勞動立法中確立的剛性化的用工機制才是勞務派遣超常 發展的根本原因。當一國的立法者忽視勞動力市場發出的信號，希 望通過一些表面化的措施來保護勞動者利益，能夠長驅直入的一定 是「隱蔽僱用關係」。只有標本兼治，採用疏導的方式，才可能削除歧 視，使勞務派遣回到正常發展的軌道上，實現勞動關係的真正和諧。

The abnormal development of labor dispatch in china has resulted in the discrimination in employment, which triggered the dispute about the existent and abolishment of labor dispatch. One of the mainstream views is that the government should abolish the labor dispatch in an indirect way, such as amending the articles of 'three attributes' and 'equal pay for equal work' in the Labor Contract Law, expanding the scope of administrative power. This idea was the basic idea in 2008, when the Labor Contract Law came into force. However, this idea exactly led to the abnormal development of labor dispatch. As both legislator and law-executor, the departments related hold a contradictory view. On the one hand, they admit the fact of the abnormal development of labor dispatch. On the other hand, they hope to solve this problem by blockage. In fact, the root cause of the abnormal development of labor dispatch is the rigid employment mechanism established by the Labor Contract Law. The government hopes to protect the legal rights of labors by some non-fundamental measures, on the basis of ignoring the market signals. On the contrary, it will promote the development of disguised employment relationship. Only addressing both the symptoms and root causes, can we eliminate the discrimination and put the labor dispatch back on track. Accordingly the employment relations will develop harmoniously.