英国劳动法中的推定解雇制度及对我国劳动法律的启示  

Research on the Constructive Dismissal in English Labor Law

作　　者：杨欣[1] 

机构地区：[1]中国劳动关系学院法学系

出　　处：《中国人力资源开发》2015年第7期100-106,共7页Human Resources Development of China

基　　金：中国劳动关系学院院级课题"劳务派遣业行政许可法律制度研究"(13YY022)资助

摘　　要："推定解雇"是英国"不公平解雇"的下位概念,目的在于规制企业用工"管理权"。对"推定解雇"的审查分为两个步骤,第一步骤审查是否构成推定解雇,当前适用"审慎的客观审查"标准,第二步骤审查推定解雇是否"不公平",适用"合理反应幅度"标准。具体的救济金额在"公正平等"原则下尚需考量雇员"共同过错"等多种扣减因素。推定解雇制度对于完善我国劳动合同变更有诸多启示,我们有必要转换现行规制思路,基于劳动合同的"不完全性"与"继续性",在用工管理权与劳动者权利之间建构平衡性标准保护。In English labor law unfair dismissal involves two kinds of dismissal normal dismissal and constructive dismissal, the latter initiated by the employee due to the conducts of employer, aiming to set a minimum standard for the proper exercise of managerial power over employees. In a charge concerned with constructive dismissal, the judge will examine the case under the objective standard of scrutiny firstly, if the charge could be confirmed, the judge would then examine whether it is tmfair according to the ERA section 98, once the constructive dismissal constitutes unfair, the employee would get the relief on the base of just and equitable principle. This system of could enlighten China to improve its labor contract changing regulation based on the character of incompletion of labor contract.

关 键 词：变更 推定解雇 用工管理权 救济 

分 类 号：D922.5[政治法律—民商法学]