共享經濟背景下我國勞動關係認定標準的路徑選擇

Path Selection of Recognition Standard of Labor Relations in China in Context of Sharing Economy

共享經濟背景下的互聯網用工牽涉平台、消費者、網約工三方主體，且因網約工擁有一定從業自主權並提供部分生産資料，而有別於勞動者僅提供勞動力並以全然服從用人單位監督管理為主的典型勞動關係。在勞動關係傾斜保護和勞務關係不傾斜保護的二元制度設計中，互聯網用工對勞動法制度的衝擊主要表現為企業頻繁借助互聯網平台去勞動關係化，規避勞動法責任與義務。在勞動關係認定標準中强化對網約工合法權益的保護，有助於維護公平的市場競爭秩序和保障政府財政收入。基於我國國情，借鑒域外經驗，完善我國勞動關係認定標準的路徑如下：在認定模式層面繼續堅持要件構成模式，在技術手段層面採用推定前置下的個案裁判，在理論依據層面適當納入經濟從屬性要素。

Cyber employment in sharing economy differentiates from traditional employment relations, because it involves platforms, consumers and cyber workers, and cyber workers have some job autonomy and offer part of tools or materials. In the dichotomy of employment relations' inclined protection and service relations' non- inclined protection, employers frequently use internet platforms to eliminate employment relations and evade labor law duties, which is the main influence on labor law caused by cyber employment. To enhance cyber workers legitimate rights in classification standards of employment relations help maintain fair market competitive order and guarantee governments' revenues. Based on China's realities and US experience, China's classification standards of employment relations could be improved through the following paths: to insist on constitutive requirements, adopt a rebuttable presumption and rule on an individual basis, and properly absorb economic dependence theory.