“零工经济”下任务化用工的劳动法规制

零工经济的用工方式具有任务化的特征。这种任务化模糊了用工关系的继续性、人身从属性、组织从属性及经济从属性,进一步推动了去劳动关系化的现象。当前国内外司法实践对此采取了两种回应路径:视为虚假自雇或归入中间主体予以保护。为加强对零工经济任务化用工的劳动法规制,我国司法机关应当灵活地理解劳动关系从属性特征,以合同履行的事实为审查依据,综合考量各种指示性因素,并适时引入劳动关系推定规则;立法者应改变当前劳动法二元化的调整模式,将具有经济依赖性的劳务提供者纳入劳动法的保护范围;除此之外,还可以考虑制定劳动关系推定排除规则,将不具有就业实质的劳务提供行为排除在劳动法保护范围之外,以缓解平台企业在实践中可能面临的诉讼压力。

Labor Law Regulation of Task-Based Employment in Gig Economy

The task-based employment is the characteristic of the gig economy.It obscures the continuity,personal subordination,organizational subordination and economic subordination of employment relation.To resolve the problem of the grey area of employment caused by gig economy,the domestic and foreign legislative and judicial practice have provided two paths:perceived as false self-employment or classified as intermediate worker.In order to regulate the task-based employment in the gig economy,the judiciary should consider flexibly subordination characteristics,decide the case by the facts of performance,comprehensively consider all the indicators of employment relation and introduce the presumably rule of identifying employment relationship.The dual mode of adjustment of the current employment law should be changed,and economically dependent contractor should be introduced in the protection range of employment law.In addition,we may consider introducing the threshold of working hours to presumptively deny employment relationship,which exclude the sporadic labor providers from the protection of employment law to ease the litigation pressure that platform enterprises may face in practice.