冲突与弥合:新型劳动关系的体系定位与规范衔接  

Conflict and Bridging:Systematic Positioning and Normative Connection of New Labor Relations

作　　者：张超[1] 谭丹[2] Zhang Chao;Tan Dan(Southeast University,Nanjing 211189,China;Changsha University of Science&Technology,Changsha 410015,China)

机构地区：[1]东南大学,江苏南京211189 [2]长沙理工大学,湖南长沙410015

出　　处：《贵州警察学院学报》2025年第1期29-36,共8页Journal of Guizhou Police College

基　　金：2021年湖南省教育厅科学研究项目重点课题(21A0208)。

摘　　要：数字时代下劳动关系发生异变形成了新型劳动关系,多元化面相、灵活性增强和从属性弱化是其显著特征。包括二分法、三分法和隐蔽雇佣关系在内的现有劳动关系理论由于解释力匮乏,导致新型劳动关系无法有机嵌入传统劳动法律制度框架之内。为了维持劳动与劳务二元区分制体系,应当采取二分法下大劳动法模式,即根据经济从属性界分非标准劳动关系与劳动关系,非标准劳动关系又划分为准劳动关系型和新型劳动关系两类,前者纳入劳动法规制,后者制定平台用工规范予以调整。唯有如此,才能保障新就业形态下劳动者合法权益免受侵害。In the digital era,labor relations have undergone significant changes,giving rise to new labor relations characterized by diversified manifestations,enhanced flexibility,and decreased subordination.The existing theories of labor relations,including those based on dichotomy,trichotomy,and the covert employment relationship,fail to provide sufficient explanatory power and lead to the infeasibility of these new labor relations being organically integrated into the traditional labor-related legal system.To preserve the binary distinction system between labor and services,it is imperative to adopt a comprehensive labor law model based on the dichotomy.That is,non-standard labor relations and standard labor relations should be distinguished according to their economic subordination,with non-standard labor relations subclassified into two categories:quasi-labor relations and new labor relations.The former is regulated by labor laws,whereas the latter is governed by the establishment of norms applicable to platform employment.It is solely through such measures that the legitimate rights and interests of workers under new employment forms can be safeguarded against infringement.

关 键 词：新型劳动关系 体系定位 劳动二分法 劳动三分法 大劳动法观念 

分 类 号：D922.5[政治法律—民商法学]