論僱傭契約與勞動契約之分與合──對於中國大陸、日本與我國法制的觀察

The similarities and differences of employment contract and labor contract - The Observation of legal regulations between China, Japan and Taiwan

中國大陸於2021 年實施民法典，日本亦於2020 年施行債權法之修正，在二國修正的過程中對於僱傭契約與勞動契約的關係均有所論辯。由於我國也正在進行民法債編之修正工作，該二國之經驗當有值得參考之處。是以，本文循中國大陸、日本與我國立法例及學說、實務爭議之脈絡耙梳與分析相關的議題後，認為僱傭契約與勞動契約雖然在規範的理念上有所差異，但二者應為同一之契約類型而均以從屬性為其要素，未來在規範上雖應將二者整合而在勞動契約法中作更詳細的檢討。不過在民法中仍須至少保留對於僱傭契約的定義規定以及其內容參照勞動契約法之規定，而清楚定位勞動契約法之性質及二者之關係。此外，未來亦應檢討作為勞工概念判斷基準之從屬性內容及對於不具人格上從屬性之勞務提供者的保護，以使我國勞動契約法制走向更為完善之境界。另一方面，本文也具體建議未來若要進行勞動契約法之立法時所應考量之規範內容以及作為未來重要課題之對於「非勞工化」問題的解決。

China executed the Chinese Civil Code in 2021 and also Japan amended Law of Obligations in 2020. In the process of amendment of two countries, there are some arguments about the relationship between employment contract and labor contract. Since Taiwan is also amending the obligations of civil code, the experiences of the two countries above are worthy of reference. As a result, this article followed the legal regulations, theories and the disputes of practices among China, Japan and Taiwan. After analyzed the relevant issues, this article points out that there are differences between employment contract and labor contract in the concepts, but both of two contracts are the same type of contract with subordination to authority as an important element. Therefore, even though the two contracts should be integrated and reviewed in more detail in the Labor Contract Act. However, at least the definition of employment contract and its content should be retained in the civil code with reference to the content o f the Labor Contract Act in order to clearly define the nature of the Labor Contract Act and the relationship between the two contracts. Moreover, in future, it is necessary to review the content of subordination to authority which is the standard of judging the concept of labor and the protection of service provider who doesn’t have personal subordination relation to make the regulation of labor contract move towards a more perfect version.