反思“996”工作制:我国工作时间基准的强制性与弹性化问题

Rethinking the “996” Work Mode:The Issue of Compulsoriness and Flexibility of Working Time Standards in China

互联网企业“996”工作制涉嫌违反我国工作时间立法的强制性规定,侵害劳动者的休息权。该工作模式仅仅是我国当前加班文化盛行的一个缩影,劳动监察执法不足、加班工资补偿功能弱化、“自愿加班”规避手段的运用均在不同程度上造成了过度加班现象的蔓延,而工时基准立法的弹性不足也在一定程度了影响了立法实施效果。为了进一步遏制“996”现象,我国劳动执法与司法机关应当切实维护工作时间基准立法的强制性效力;政府部门应当积极推动相关行业关于工作时间的集体协商,允许确立差异化的工作时间制度;立法也应当加快完善特殊工时制度,满足新型行业和劳动者对弹性工时制的需求。

The“996”work system adopted by the Internet enterprises is suspected of violating the mandatory provision of employment law and infringing the rest rights of worker.It is only a microcosm of the current overtime culture in China.Some institutional factors has leaded to the prevalence of overtime work culture,including the ineffectiveness of labor inspection,the erosion of the function of overtime pay and the use of voluntary overtime as evading method and the lack of flexibility in working time standards.For resolving such phenomenon,the department of labor inspection,arbitration and courts should effectively safeguard the enforcement of working time standards,and the government should actively promote collective negotiation on working hours in relevant industries,and allow to establish differentiated working time system,and the legislator should accelerate the improvement of special working hours system to meet thedemandof new industry and worker for flexible working hours.