我国无固定期限劳动合同制度的反思与重构  

Reflection and Reconstruction of China's Unfixed Term Labor Contract System

作　　者：洪洋 Hong Yang(School of Law,Zhongnan University of Economics and Law,Wuhan 430073,China)

机构地区：[1]中南财经政法大学法律硕士教育中心,湖北武汉430073

出　　处：《中南财经政法大学研究生学报》2020年第3期103-109,共7页Journal of the Postgraduate of Zhongnan University of Economics and Law

摘　　要：我国《劳动合同法》对无固定期限劳动合同制度的规范设计彰显出刚性的强制缔约色彩,增无固定情形、废合同终止、严解除条件的制度模式压制了用人单位原有的合同解除权利,权利的限制与劳动者辞职自由的放任之间出现了明显的错位与失衡,无固定期限劳动合同在用人单位的抵制中陷入了适用的困境。因此,应在汲取域外立法例成功经验的基础上,在制度协同与利益平衡的语境中选择操作便捷的重构路径,采取调整解雇保护水平、变强制缔约为法定变更等重构模式,使该制度兼顾劳动关系的灵活性与稳定性。China's“Labor Contract Law”has standardized the design of a labor contract system with an indefinite period of time,which demonstrates the rigid color of mandatory contracting.The addition of a system model with no fixed conditions,termination of abolished contracts,and strict termination conditions suppresses the employer's original right to terminate the contract.There is an obvious imbalance and misalignment between the restriction of rights and the indulgence of workers' freedom of resignation.Unfixed-term labor contracts are caught in the applicable dilemma in the boycott of employers.Therefore,on the basis of drawing on the successful experience of extra-territorial legislation,we should choose a convenient restructuring path in the context of institutional coordination and interest balance,and adopt restructuring models such as adjusting the level of dismissal protection and changing the mandatory contract to legal changes.The system takes into account the flexibility and stability of labor relations.

关 键 词：无固定期限劳动合同 解雇保护 法定变更 强制缔约 劳动合同法 

分 类 号：D92[政治法律—法学]