德国法中劳动关系的认定

发布时间：2019-03-15 08:06

【摘要】：德国学界和司法届的主流观点认为,劳动合同作为特殊的雇佣合同,不同于承揽合同、委托等其他含有劳务给付因素的法律关系,区分一般的雇佣合同和劳动合同的关键则在于劳务提供方是否对劳务受领者有"人格从属性"。为了填充人格从属性这一标准,司法界和学术界总结了一系列的具体特征,其中最为核心的两大特征是雇员融入了雇主的组织、在雇主的指挥下工作。德国劳动法采取雇员、类雇员和自雇者的三分法,人格独立但经济上有从属性的"类雇员"能够享受部分劳动法律规范的保护。相比之下,我国在劳动关系的认定上对双方主体资质要求过高,而且存在着重形式、轻实质等问题,又由于缺乏缓冲地带,不能认定劳动关系就不在劳动法,甚至社会保险法的适用范围之内,所以劳动关系认定引起的矛盾纠纷尤为尖锐。
[Abstract]:The main opinion of German academic and judicial circles is that, as a special employment contract, labor contract is different from other legal relations, such as contract of contract, entrustment and so on, which contain factors of labor payment. The key to distinguish between the general employment contract and the labor contract lies in whether the service provider has the "personality subordinate" to the labor service recipient. In order to fill in the criterion of personality subordination, the judicial and academic circles summarize a series of specific features, among which the two core features are that the employee is integrated into the employer's organization and works under the command of the employer. German labor law adopts a trichotomy of employees, categories of employees and self-employed persons. "Class employees" who have independent personality but are financially subordinate can enjoy the protection of part of the labor laws and regulations. In contrast, our country has too high requirements on the qualification of both sides in the determination of labor relations, and there are some problems, such as attaching importance to form and neglecting substance, and because of the lack of buffer zone, we cannot conclude that labor relations are not in the labor law. Even within the scope of social insurance law, so labor relations caused by contradictions and disputes are particularly acute.
【作者单位】：同济大学法学院;
【基金】：国家社会科学基金青年项目《经济性裁员法律制度的适用与完善研究》(编号:13CFX104)
【分类号】：D951.6;DD912.5

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