劳动力市场灵活性与劳动合同法的修改

劳动力市场灵活性与劳动合同法的修改

Flexibility of Labor Market and Revision of Labor Contract Law in China

    期刊名称：《法学研究》
    期刊年份：
    作者：谢增毅
    单位：中国社会科学院法学研究所
    中文关键词：劳动力市场;灵活性;劳动合同法;劳动法
    英文关键词：labor market;flexibility;labor contract law;labor law
    中文摘要：
    劳动力市场的灵活性主要涉及解雇保护、合同变更、工作时间、工资等规则。从我国劳动合同法等法律文本以及国别横向对比看，我国劳动力市场的灵活性不够，尤其是解雇保护较为严格。但我国劳动力市场十分复杂，部分劳动合同规则较为灵活，现实中的农民工劳动力市场极为灵活，而且我国的失业保险等社会保障机制仍不完善，劳动行政执法水平和工会作用依然薄弱，因此，我国劳动力市场也存在安全性不足的问题。为此，一方面应修改劳动合同法，适度提高劳动力市场的灵活性，另一方面又不宜过度提高灵活性，应平衡好灵活性和安全性的关系。修改劳动合同法应坚持该法已确立的立法理念和基本原则，既对劳动者实行倾斜保护，也要兼顾企业合理诉求，使规则更具弹性。劳动合同法应重点修订有关固定期限合同和无固定期限合同、劳动合同解除的条件和程序、经济补偿、劳动合同变更等规则，并对小微企业和特殊雇员实行差别对待。
    英文摘要：
    The flexibility of labor market is mainly embodied in rules concerning dismissal protection, change of contracts, working time, wage, etc. A review of the written rules in Chinese Labor Contract Law and other laws in comparison with those of other countries shows that the Chinese labor market is not flexible enough. Particularly, although China has a strict dismissal protection. However, Chinese labor market is a very complex one. Some rules in Labor Contract Law are too flexible, and in reality, the migrant worker's market is extremely flexible. In addition, the social security system, including the unemployment insurance system, is not sound in China, and the enforcement of labor law and the role of trade unions are still weak. As a result, the Chinese labor market is not secure for employees in some aspects. To solve these problems, China should, on one hand, increase the flexibility of its labor market by revising the Labor Contract Law and, on the other hand, not make the labor market too flexible, but strike a balance between the flexibility and security of labor market. In the revision of the Labor Contract Law, the doctrines and principles that have already been established in the Law should be adhered to, and inclined protection should still be given to workers while, at the same time, the reasonable interests of the employer should be taken into account and some rules should be made more flexible. The revision of the Labor Contract Law should focus on the rules concerning fixed-term contracts and non-fixed term contracts, the conditions and procedures of termination of labor contracts, economic compensation, change of labor contracts, and special treatment for small and mini enterprises and special employees.
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