劳动力市场灵活性与劳动合同法的修改

发布时间：2018-04-04 14:03

本文选题：劳动力市场　切入点：灵活性　出处：《法学研究》2017年02期

【摘要】：劳动力市场的灵活性主要涉及解雇保护、合同变更、工作时间、工资等规则。从我国劳动合同法等法律文本以及国别横向对比看,我国劳动力市场的灵活性不够,尤其是解雇保护较为严格。但我国劳动力市场十分复杂,部分劳动合同规则较为灵活,现实中的农民工劳动力市场极为灵活,而且我国的失业保险等社会保障机制仍不完善,劳动行政执法水平和工会作用依然薄弱,因此,我国劳动力市场也存在安全性不足的问题。为此,一方面应修改劳动合同法,适度提高劳动力市场的灵活性,另一方面又不宜过度提高灵活性,应平衡好灵活性和安全性的关系。修改劳动合同法应坚持该法已确立的立法理念和基本原则,既对劳动者实行倾斜保护,也要兼顾企业合理诉求,使规则更具弹性。劳动合同法应重点修订有关固定期限合同和无固定期限合同、劳动合同解除的条件和程序、经济补偿、劳动合同变更等规则,并对小微企业和特殊雇员实行差别对待。
[Abstract]:Flexibility in the labour market involves rules such as dismissal protection, contract changes, working hours, wages, and so on.The labor market flexibility is not enough, especially the strict protection of dismissal, from the legal texts of labor contract law of our country and the horizontal comparison of different countries.However, the labor market of our country is very complex, some rules of labor contract are flexible, the real labor market of migrant workers is extremely flexible, and the social security mechanism such as unemployment insurance is still not perfect in our country.The level of labor administration law enforcement and the function of labor union are still weak, therefore, the labor market of our country also has the problem of insufficient security.Therefore, on the one hand, the labor contract law should be revised to improve the flexibility of labor market moderately, on the other hand, the flexibility should not be excessively improved, and the relationship between flexibility and security should be balanced.To amend the labor contract law, we should adhere to the legislative idea and basic principles established by the law, which not only protect the workers in preference, but also give consideration to the reasonable demands of the enterprises so as to make the rules more flexible.The labor contract law should focus on revising the rules concerning fixed term contract and non fixed term contract, conditions and procedures of termination of labor contract, economic compensation, change of labor contract and so on, and apply differential treatment to small and micro enterprises and special employees.
【作者单位】：中国社会科学院法学研究所;
【分类号】：D922.5;F249.2

【相似文献】