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我国现行有关劳动争议受案范围的规定， 形式上过于分散， 内容上与劳动监察、人事争议处理的范围相互交叉或冲突， 使实际操作非常困难。这种状况主要源于劳动争议的概念不清、立法层次不高及立法主体主观方面的过错。鉴此， 应在劳动法规中界定劳动争议的概念； 由国家最高权力机关制定专门的劳动争议处理程序法； 选择“定义式”界定劳动争议的受案范围； 把劳动监察限于用人单位和劳动“基准法”； 把用人单位与劳动者之间发生的有关社会保险及计划生育方面的争议纳入行政诉讼的范围。
The current provisions on the scope of acceptance of labor disputes in our country are too scattered in form and their content intersects or conflicts with the scope of labor inspection and personnel dispute handling, making the actual operation very difficult. This situation mainly stems from the unclear concept of labor dispute, the legislative level is not high and the subjective aspects of the main mistakes of the legislature. In view of this, the concept of labor dispute should be defined in the labor laws and regulations; a special labor dispute procedure law should be formulated by the highest authority of the country; the definition of labor dispute should be defined as “defined”; the labor inspection should be limited to the employer and the “ Reference Law ”; the dispute between the employer and the worker concerning social insurance and family planning shall be included in the scope of administrative litigation.