后疫情时代共享用工的可持续发展及法律规制

共享用工是疫情冲击下企业的跨界自救之举,但因我国人力资源供求的不平衡、企业用工成本的增加、劳动人口数量减少及劳动态度转变、共享用工第三方平台的崛起等原因,其在后疫情时代依然存在常态化的可持续发展空间。共享用工实现了输出方企业劳动力闲置与输入方企业用工荒的对接,提高了人力资源配置的灵活性及使用效率,但也存在着界定及表现形式不确定、法律关系模糊化的问题,同时劳动者、劳动力输出方、输入方甚至第三方亦面临潜在法律风险。因此,要促进共享用工的规范化发展,必须从政策和法律层面双管齐下,完善其制度建设,并建立包括监管部门、行业协会、共享用工平台在内的一体化规制体系。

Research on the Sustainable Development and Legal Regulation of Shared Employment in the Post-epidemic Era

Shared employment is a cross-border self-help action for enterprises under the impact of the epidemic.However.due to the imbalance of human resource supply and demand in China,the increase in enterprise labor costs,the decrease in the number of laborers and the change in labor attitudes,and the rise of third-party plattorms for shared employment,shared employment still has room for normalized sustainable development in the post-epidemie era.It has achieved the docking of the idle labor of the exporting company with the labor shortage of the importing company,and improved the flexibility and use efficiency of human resource allocation.However,there are also problems of its uncertain definition and expression, and obscure legal relations.Moreover.laborers.labor exporters,importers and even third parties also face potential legal risks.To promote the standardized development of shared employment,thus,it is necessary to improve the shared employment system construction from both its policy and legal levels,and establish an integrated regulatory system,including regulatory agencies,industry associations,and shared employment platforms.