社會化小生產與勞動法的制度調適

新冠疫情的突至助推了新型用工（如平臺用工）的發展和傳統用工的轉型（如共用用工）──本文統稱為“社會化小生產”模式，給構建於社會化大生產時代的勞動法帶來巨大挑戰，制度調適已是迫在眉睫。首先，社會化“大”“小”生產的勞動同質異形，勞動法的法益內核不應有異、底線價值不容突破；而大生產中勞動法的“大一統”調整模式值得反思，亟需面向小生產的特點探索個性化的落實措施，而不是進行靈活性的軟化處理。其次，生產的社會化同樣蘊含著保護責任的社會化，但小生產的分散性打破了以勞資從屬性為核心的勞動法歸因邏輯，社會化的保護無法繼續單靠用人單位來實現，而是有待多元社會主體共擔其責。

The sudden advent of the COVID-19 has facilitated both the new model of work(e. g. platform economy hires)and transformation of traditional employment(e. g. share hires), namely ''social micro production'' in this article, which has imposed great challenges upon the labor law that was erected during the era of social mass production and calls urgent alteration in response. First, compared with the social mass production, the social micro production contains same type of work and production but in different form, and workers ought to be entitled to the same floor of labor rights. In the meantime, labor law needs to reconsider its unitary approach in a large scale, and reinforces the ''individualized'' enforcement mechanism rather bends the rules through a ''flexible'' approach. Second, the ''socialized'' production renders the ''socialized'' protection for workers. However, the labor law shall not carry on relying the employer as the sole social entity to offer protection based on the dependency theory of labor relation. Therefore, it is time to bring additional social entities to share the responsibilities for the workers.