定期勞動契約相關規範初探

An Exploration of Fixed-Term Labor Contract Regulations

各國定期勞動契約勞動力運用日趨複雜，例如就業不穩定及勞動條件和社會保障議題。任何關於定期僱用契約的政策，皆須顧及勞工社會保障及勞動力市場彈性間的平衡。非典型就業的需求可能會持續增長，因此，除檢視我國現行法令規定及實施情形，實有必要進一步參考其他主要國家有關定期勞動契約相關規範及運用情形。定期勞動契約關係的態樣，除了依確定期間之約定，許多國家也有依完成一定工作或任務，不確定期間之定期勞動契約。國際上對非典型就業的規範制定，以促進彈性及安全之雙元界面發展。未來定期勞動契約之非典型就業的需求可能會持續增長，有關定期勞動契約彈性化政策之相關方向、措施與政策實屬重要。本研究探討我國、英、澳、德、日、韓、國勞組織以及歐盟有關定期勞動契約規範特色，研究結論包括：1.定期勞動契約目的與適用對象之規範應兼顧彈性化與保障勞工權益。2.定期勞動契約連續受僱一定期限後轉為不定期勞動契約。3.預防定期勞動契約勞工不利益對待。

"There is a far more complicated in the development of fixed-term labor in all countries, such as growing employment instability, working conditions, and social security protection. Any policy on fixed-term labor contracts requires a balance between the granting of social security protection to workers on one hand and the flexibility of the labor market on the other. It is necessary to review regulations and implementation status in our country and other countries. The types of fixed-term labor contract according to certain period, many countries also set fixed-term according to jobs, duties or uncertainty term. The trend of regulations for atypical employment tend to promote both aspects of flexibility and safe. In the future, fixed-term labor contract might keep increasing, the flexibility way, policy and regulation of fixed-term labor contract is very important. The study collected legal characteristics of U.K., Australia, Germany, Japan, Korea, ILO, and the EU. The conclusions of this study include the following: 1, The purpose and suitability toward targets applied of fixed-term labor contract should consider the flexibility and labor rights protection, 2. Fixed-term labor contract should turn into non-fixed term labor contract after a certain continuous employment period. 3. Prevention of unfair treatment toward fixed-term labor should be implemented."