英国行政法中的合理性原则与比例原则在劳动法上之适用——兼谈我国的相关实践  

Tests of Reasonableness and Proportionality Provided in Administrative Law: Their Application in Labor Law in UK

作　　者：孙国平[1] 

机构地区：[1]苏州大学法学院

出　　处：《环球法律评论》2011年第6期43-56,共14页Global Law Review

基　　金：江苏省教育厅研究课题"劳动法的域外效力研究"(编号为2011SJB820016)的阶段性成果

摘　　要：英国行政法对劳动法深有影响,尤其是合理性原则与比例原则在劳动法判例中适用广泛,作为英国本土发展而来的合理性原则在雇佣法判例上之适用实乃英国个人主义行政法运行模式之要求,主要在不公正解雇与雇佣合同默示条款领域得以适用;而比例原则之适用则深受欧共体公法之影响,主要在反雇佣歧视法律和1998年《人权法案》方面得以适用,两原则各有其适用特点与功能。其对我国在不当解雇的合理性判断、针对员工惩戒行为的比例考量、劳动仲裁对雇主决定的过度自制以及劳动诉讼对劳动仲裁裁决的司法自制等问题的解决方面有借鉴意义。British administrative law has greatly influenced its labor law, the tests of reasonableness and proportionality, in particular, have been widely applied in labor law cases. Being natively established tests, the application of test of reasonableness in employment law cases actually demonstrates the demands of mode of operation of the individualism-oriented administrative law in the country. The test of reasonableness is mainly applied in areas involving unfair dismissals and implied terms of employment contracts. With regard to the application of the test of proportionality, it has been profoundly influenced by the EC public law and applied mainly in workplace discrimination law area and in HRA 1998 cases. The two tests have their characteristics and functions respectively. In China, when dealing with issues such as the determination of reasonableness of dismissal, consideration of proportionality in relation to punishment measures imposed on employees, the excessive restraint by labor arbitration committee on employers＇ decisions and judicial self-restraint towards labor arbitration decisions in labor disputes, we can draw on experiences of UK in this respect.

关 键 词：比例原则 不当解雇 反雇佣歧视 雇佣权利 

分 类 号：D956.1[政治法律—法学] D922.1D922.5