约定解雇条款正当性及其适用  

The Legitimacy and Application of Dismissal Clause in Labor Contract

作　　者：李春晖 郝永昌 Li Chunhui;Hao Yongchang(School of Law,Tianjin University,Tianjin 300072,China)

机构地区：[1]天津大学法学院,天津300072

出　　处：《天津大学学报(社会科学版)》2025年第2期97-104,共8页Journal of Tianjin University:Social Sciences

摘　　要：我国解雇保护严苛,司法实践对约定解雇条款的态度不一。约定解雇条款作为私法主体自由意志的表达,具有正当性,可以适用民事法律规则和劳动法规则。但基于解雇保护理念,约定解雇条款应局限于雇员过失行为。以《劳动合同法》第39条、第46条为依据,因雇员严重过失的约定解雇无需给予任何补偿,但因雇员非严重过失的约定解雇应当给予经济补偿金。作为对约定解雇条款的缓和,以《民法典》第564条为依据,雇主应当在除斥期间内行使解雇权。Dismissal protection in China is stringent,while judicial practices vary in their approaches to contractual dismissal clauses.As an expression of free will in private law,the contractual dismissal clause is legitimate and is subject to both civil and labor law regulations.However,based on the principle of dismissal protection,the contractual dismissal clause should be confined to cases of employee misconduct.According to Article 39 and Article 46 of the Labor Contract Law,no compensation is required for contractual dismissal based on serious employee misconduct,while economic compensation must be provided for contractual dismissal not based on serious employee misconduct.As a means of mitigating the effects of the contractual dismissal clause,Article 564 of the Civil Code stipulates that the employer must exercise its dismissal rights within the prescribed exclusion period.

关 键 词：约定解雇 劳动合同解除 雇员过失 经济补偿金 

分 类 号：DF47[政治法律—民商法学]