互聯網平臺用工勞動關係認定

傳統勞動關係概念和判定理論突出人格從屬性和經濟從屬性，該理論主要以工業化時代的工廠勞動關係為模型。由於平臺用工具有許多新特點，勞動關係理論在互聯網平臺用工背景下遭遇了巨大挑戰；但傳統勞動關係概念和判定標準具有較強的彈性和適應性，並非完全過時，仍可包容網路平臺用工關係。與此同時，為適應網路平臺用工的新特點，勞動關係的判定方法需作相應改進。對網路平臺用工勞動關係的認定，應根據不同平臺以及不同類型工人的實際用工特點，綜合考慮個案全部事實進行具體分析，更加注重實質從屬性，考慮平臺工人工作時間和收入來源，以及社會保護的必要性等因素。由於網路平臺用工的複雜性和差異性，我國目前暫時不必針對網路平臺工人的身份制定專門規則，可通過最高人民法院出臺司法解釋來界定勞動關係的概念及判定因素。除勞動法外，還應完善社會保險制度以及網路平臺監管制度等，多角度保護網路平臺工人的權益。

The traditional concept and theory of determination of labor relations emphasize the employee’s ''personal dependence'' and ''economic dependence'' , which have evolved from the practice of labor relations in factories in the industrialization era. Against the background of online platform work, such concept and theory are confronted with great challenges due to the new characteristics of platform work. However, this concept and theory are very flexible and adaptable and therefore are not completely out of date and still applicable to platform work. At the same time, in light of the new characteristics of platform work, the method of determination of labor relations should be updated and improved. As for the status of platform workers, it should be determined on the basis of all facts and factors in each individual case and the difference between different groups of workers in the same platform or different platforms, and more emphasis should be put on the substantive nature of ''subordination'' , rather than its form. Moreover, the working time and income source of platform workers, and the necessity of social protection for them should also be taken into account. China can define the concept and multi-factor test of determination of labor relations in the judicial interpretation of the Supreme People s Court. At present, it is not necessary to formulate specific labor law rules for platform workers due to the complexity and divergence in online platform work. In addition to labor law, social insurance system, regulation of platform and other measures should be put in place to protect platform workers.