基于事实契约理论的事实劳动关系重述

由于历史的原因,我国劳动法领域形成的关于"事实劳动关系是欠缺书面形式的劳动关系"之通说给劳动者权益保护带来了普遍和深远的损害,其理论依据被认为是德国学者豪普特教授提出的事实契约理论。实际上,根据事实契约理论,事实劳动关系是指无有效之劳动契约而提供从属劳动所形成的劳动关系。该理论虽遭激烈批评,但在有关身份的领域不可被传统契约理论所替代。在合意因欠缺生效要件而被认定无效之场合,事实契约理论为这类"被否定"的用工行为提供了"被承认"的新的理论框架和立法技术。我国《劳动合同法》对无效劳动合同的劳动者一方以民法式保护为原则,以劳动法式保护为例外,存在保护不足、保护过度及违背传统契约法形式理性等问题,需作进一步的反思与调整。

A Restatement of Factual Labor Relationship Based on Implied-in-Fact Contract Theory

Due to historical reasons, the general theory of" factual labor relations is labor relations lacking written form" in the field of labor law in China has brought widespread and far-reaching damage to the protection of labor rights and interests, and its theoretical basis is considered to be the factual contract theory proposed by the German scholar Professor Haupt. In fact, according to the factual contract theory, the factual labor relationship refers to the labor relationship formed by providing subordinate labor without a valid labor contract. Although this theory has been severely criticized, it cannot be replaced by traditional contract theory in the field of identity. Where consensus is deemed invalid due to lack of effective requirements, the factual contract theory provides a new theoretical framework and legislative technique that is" recognized" for this type of" negated" employment behavior. The" Labor Contract Law" of our country takes civil law protection as the principle for the laborer of invalid labor contracts, with labor law protection as an exception. There are problems such as insufficient protection, excessive protection, and violation of the formal rationality of traditional contract law, which needs further reflection and adjustment.