劳动合同法定解除权与“辞职理由”之关系探讨——莫让辞职理由成为劳动者经济补偿之绊脚石

Research on the Relationship between Statutory Right of Labor Contract Rescission and the Reasons for Resignation:Don't Let the Reasons for Resignation Become an Obstacle to Economic Compensation

辞职,是劳动者撤销自己的缔约行为的行为,是单方免除自己为用人单位提供劳动义务的行为。无论有无理由,理由为何,均不影响其辞职行为的效力。而用人单位之所以要承担经济补偿,是因其不履行义务而产生了法定违约责任,与劳动者的辞职理由毫不相干。法定解除权与无因解除权的根本区别,不在于辞职书上是否写有法定事由,而在于用人单位是否发生了第三十八条规定的法定情形。《江苏省高级人民法院、江苏省劳动争议仲裁委员会关于审理劳动争议案件的指导意见》第15条第2款值得商榷;而《劳动合同法》第三十八条第一款与第四十六条第一款在表述上也有待完善。

Resignation is the behavior of revocation of contracting behavior.It is the behavior of unilateral exemption. Regardless of any reason,the validity of resignation behavior shall not be affected.The reason of the employer to bear the economic compensation is that the employer does not fulfill the duty and the legal liability for breach of contract is thus produced.The reasons for resignation of the employee are irrelevant.The fundamental difference between statutory right of labor contract rescission and general right of labor contract rescission is whether there are any legal circumstances stipulated in article 38 of Labor Contract Law,but not whether the employee writes any statutory reasons.Article 38,subparagraph 2 of Guiding Opinions of the Higher People＆#39;s Court of Jiangsu and the Labor Dispute Arbitration Commission on the Trial of Labor Dispute Cases is debatable.Article 38,subparagraph 1 and Article 46,subparagraph 1 of Labor Contract Law need to be perfected in expression.