摘要
劳动关系认定标准具有界定劳动关系、明确劳动法调整范围的规范效力,是当前劳动争议案件处理和学理研究的重点难点问题。从属性理论是劳动关系认定说理的主要依据,但因其要件类型分歧、要件内容交叉、要件效力不清,导致存在明显的主观性和不确定性。随着新就业形态的发展,劳动关系认定标准的确定性要求更高,最高人民法院发布的第42批指导性案例提出劳动关系的本质、核心特征是支配性劳动管理,汲取从属性理论中“他人决定劳动”的内核,聚焦用工事实和劳动管理。劳动管理是我国本土原创性概念,支配性劳动管理是在数字时代劳动形态变化趋势下对劳动管理的提炼和重述,推进从属性理论的本土化,建构我国自主劳动法学知识体系的标识性概念。
The criteria for the identification of labor relations have the normative effect of defining labor relations and clarifying the scope of adjustment of labor law.They are the key and challenging issues in handling current labor disputes and doctrinal research.Subordination theory is the primary basis for the reasoning of labor relationship determination,but due to the divergence in the type of elements,the crosscutting content of the elements,and the unclear effect of the elements,it leads to obvious subjectivity and uncertainty.With the development of new work patterns,the identification of labor relations requires greater certainty,and the 42nd batch of guiding cases issued by the Supreme People's Court suggests that the essence and core feature of labor relations is dominant labor management,which draws on the kernel of“other people determining the labor”in the theory of subordination to focus on the fact of employment and labor management.Labor management is a local original concept in China,and dominant labor management is a distillation and restatement of labor management in the context of the changing trend of labor patterns in the digital age,promoting the localization of the theory of subordination and constructing a Chinese concept of an autonomous labor law knowledge system.
出处
《中国应用法学》
2025年第2期40-50,共11页
China Journal of Applied Jurisprudence
基金
最高人民法院2024年度司法研究重大课题“新业态从业人员劳动权益保障问题研究”(课题编号:GFZDKT2024C06-1)的阶段性成果。
关键词
劳动关系
新就业形态
平台用工
支配性劳动管理
从属性
labor relations
new forms of work
platform employment
dominnat labor management
subordination
作者简介
王天玉,中国社会科学院法学研究所研究员。
