The current anti-employment discrimination legal system in China adopts a single judicial implementation mechanism, which cannot be effectively carried out. Employment discrimination is essentially a conflict of interest between groups, rather than individual conflicts of interest. The anti-employment discrimination law objectively has two legal interests of group individual interests and group social interests, as well as two implementation models of group individual interests and group social interests. The two models both break through the traditional private law individual interest realization mechanism and the traditional public law public interest realization mechanism, and maintain group personal interests and group social interests through multiple comprehensive implementation mechanisms. The anti-employment discrimination law in China should construct a pluralistic comprehensive implementation theory, which includes three implementation mechanisms of administrative implementation, social implementation, and individual implementation to safeguard the interests of group individuals and the public interests of society.