劳动合同单方解除制度比较研究

劳动合同单方解除制度比较研究分类号

硕士学位论文

劳动合同单方解除制度比较研究

学位申请人姓名张妍雁

培养单位法学院

导师姓名及职称王全兴教授

学科专业民商法

研究方向劳动法与社会保障法

论文提交日期2007年4月学校代号：10532

学号：S0*******

湖南大学硕士学位论文

劳动合同单方解除制度比较研究

学位申请人姓名：张妍雁

导师姓名及职称：王全兴教授

培养单位：法学院

专业名称：民商法

论文提交日期：2007年4月20日

论文答辩日期：2007年5月26日

答辩委员会主席：屈茂辉教授

摘要

劳动合同单方解除是劳动合同法律制度中的一个重要环节，也是劳动法上的

一个重大问题，直接涉及劳动合同的效力、合同当事人的利益得失和权利的保护。

完善劳动合同单方解除权体系不仅有助于实现实质正义、保护劳动者的择业自由、

促进劳动力资源的合理配置，还能平衡劳动合同双方当事人利益,有助于劳动合同

的有效履行,保障劳动关系的和谐稳定。

我国立法在规定行使单方解除权的条件方面，无论是用人单位还是劳动者

单方解除劳动合同，也无论是预告解除劳动合同还是即时解除劳动合同，在立法

技术上，我们都应该借鉴国外经验，综合采用列举和概括两种方式，而不是目前

立法中采取的单纯列举方式。因为单纯的列举或概括式各有其局

限性，仅采用其

中的一种，无法适应纷繁复杂的现实社会生活。至于如何断定是否达到单方解除

劳动合同的条件，则可学习德国、瑞士、日本等西方国家，授权劳动争议仲裁委

员会的仲裁员和法官根据法律予以判断，将立法考量和司法考量相结合。

我国以固定期限特别是短期合同为主，无固定期限合同为辅的立法模式造成

劳动力流动性较高、对劳动力的掠夺性使用，同时也造成了合同短期化的盛行。

笔者认为，为稳定劳动关系，切实保护处于弱势地位的劳动者，我们有必要借鉴

西方发达国家的经验，在劳动合同领域扩大无固定期限劳动合同的适用范围，并

将解雇制度与劳动合同期限相联系，分别设计不同的解除制度：对有固定期限合

同进行必要的限制；对无固定期限合同适当放松解除的条件，允许用人单位在有

正当理由的情况下，按照解除的程序和经济补偿的标准解除劳动合同。

在劳动者预告解除劳动合同的问题上争议较大。笔者认为有必要在法律法规

中明确规定劳动者可以单方解除劳动合同的法定事由，还要明确劳动者在什么条

件下可以解除劳动合同，在什么情况下解除劳动合同要受到限制，而不是一概地

授予劳动者无因辞职权。预告辞职权应根据劳动者岗位和享受的特殊待遇不同，

明确各自行使的条件，这也符合权利和义务对等的法律原则。

关键词：劳动合同单方解除；用人单位单方解除劳动合同；经济性裁员；

劳动者单方解除劳动合同Ⅱ

Abstract

The work contract folk remedy relieves is a very important link in contract law

system,also is a major issue in labor law,directly involves the work contract the

potency,the contract litigant's benefit success and failure and the right protection.

Consummates the power system of work contract folk remedy to relieve can not

only to be helpful to the realization essence

justice,protects worker's choosing

profession freedom,the promotion labor force resources reasonable disposition,but

also can balance works the contract both sides litigants benefit,is helpful effectively

fulfills to the work contract,the safeguard work relations harmony is stable.

China's legislature in the exercise of the right to terminate a unilateral conditions,

whether employers or workers whose labor contracts unilaterally,also both notice

terminating labor contracts or immediately terminating labor contracts,in the

Legislative technically,We should learn from foreign

experience and integrating with

listed and summarized in two ways instead of the current legislation to take the simple

approach to the list.Simply because the broad-list or have their limitations,only use

one of these unable to adapt to the complex realities of social life.As for how to

determine whether a unilateral lifting of the labor contract conditions,can learn from

Germany,Switzerland,Japan and other Western

countries,authorized labor dispute

arbitration committee of the arbitrators and judges to be judged under the law,

legislative and judicial consideration of combining considerations

Our country take a fixed deadline specially in the

short-term contract primarily,

the not fixed deadline contract creates the mobility of labor as the auxiliary legislation

pattern to be higher,to the labor force plundering use,simultaneously has also created

contract short-term being in vogue.The author believed that,for the stable work

relations,we have the essential model west developed country’s experience,expanding

the applicable scope of not fixed deadline work contract.We have to design different

relieving system:the fixed deadline contract to be carried on the essential strictly;

Suitably relaxes the condition to the not fixed deadline contract which is to be relieved,

allows the employer in to terminate the work contract with suitable reasons,right

procedure and the economy compensate to the worker. Workers giving advance notice to terminate the work contract is the question to be

disputed in a big way.The author believes it is necessary to be clear about the workerⅢ

to be allowed to terminate the work contract under normal condition,terminate the

work contract in some situation to be restricted in the legal laws and regulations.

Giving advance notice to quit should be specially treated according to the worker’s

post and salary.This also conforms to the right and the duty coordinated principle of

legality.

Key words:The work contract folk remedy relieves；The employer folk remedy

terminates the work contract；The efficiency reduces staff;The worker folk

remedy terminates the work contract目录

摘要..................................................... ....................................................... ................II Abstract...............................................

....................................................... .................III

第1章绪论..................................................... ....................................................... .. (1)

1.1选题背景及意义..................................................... .. (1)

1.2国内外文献综述..................................................... .. (1)

1.3研究的主要内容..................................................... .. (4)

第2章劳动合同单方解除的法律界定和价值分析 (5)

2.1劳动合同单方解除的法律界定.....................................................

(5)

2.1.1劳动合同单方解除的概念..................................................... (5)

2.1.2劳动合同单方解除的分类..................................................... (5)

2.1.3劳动合同单方解除的法律效力..................................................... . (5)

2.2劳动合同单方解除的法律价值分析..................................................... (6)

2.2.1实质正义的实现..................................................... . (6)

2.2.2劳动者的择业自由..................................................... (6)

2.2.3劳动力资源的合理配置..................................................... . (7)

第3章用人单位单方解除劳动合同（解雇）制度之比较研究 (8)

3.1“正当”解雇理由的理论与滥用解雇权的禁止 (8)

3.1.1解雇理由之理论变迁..................................................... .. (8)

3.1.2滥用解雇权的禁止..................................................... (8)

3.2关于解雇理由之立法的比较研究..................................................... . (9)

3.2.1用人单位过失性解雇理由之比较研究 (9)

3.2.2完善过失性解除劳动合同的立法建

议 (12)

3.3用人单位非过失性解雇理由的比较研究.....................................................

14

3.3.1国外关于非过失性解雇的理由..................................................... .. (14)

3.3.2我国现行法律规定及存在的问题..................................................... .15

3.3.3完善我国非过失性解雇制度之设想 (17)

3.4经济性裁员条件的比较研究..................................................... . (18)

3.4.1国外经济性裁员条件的立法..................................................... (18)

3.4.2我国经济性裁员的条件规定及存在的问

题 (20)

3.4.3裁员条件立法完善之建议..................................................... . (21)

3.5关于解雇程序的比较研究..................................................... .......................223.5.1用人单位解雇程序之比较研究..................................................... .. (22)

3.5.2经济性裁员程序之比较研究..................................................... (25)

第4章劳动者辞职制度比较研究..................................................... .. (28)

4.1劳动者即时解除劳动合同之条件的比较研究 (28)

4.1.1其他国家和地区的有关规定.....................................................

(28)

4.1.2我国现行法律规定及其存在的问题 (28)

4.1.3完善劳动者即时解除制度的立法建议 (29)

4.2劳动者预告辞职条件之比较研究..................................................... .. (30)

4.2.1国外辞职条件的考察..................................................... (30)

4.2.2我国的现行规定及不足..................................................... .. (31)

4.2.3劳动者预告辞职之条件的完善建议 (32)

4.3劳动者辞职程序的比较研究..................................................... . (33)

4.3.1国外辞职程序的立法..................................................... (33)

4.3.2我国辞职程序的立法及不足..................................................... (34)

4.3.3完善劳动者辞职程序的建议..................................................... (35)

结论..................................................... ....................................................... (36)

参考文献..................................................... ....................................................... (38)

附录A（攻读学位期间所发表的学术论文目录）...................................................