劳动关系建立实质标准探究

Research on the Establishment of Substantive Standards for Labor Relations

自《劳动合同法》第七条把“用工”确立为建立劳动关系的标准之后,学界对此褒贬不一,分歧集中在是用工抑或合意产生了法律效果。“用工建立劳动关系”规则中的“劳动关系”包含了法律的价值判断,应当理解为劳动法律关系。借助法律关系论的分析工具,会发现劳动合同和“用工”二者在劳动关系中发挥着不同的作用:合意机制的失灵使得劳动合同的拘束力表现为局限性,劳动合同虽然无法引起劳动关系的产生,但是它为劳资双方提供了合意的基础;而劳动关系建立的实质标准是用工行为,用工行为建立劳动关系来源于劳动法的法律规定,签约向用工的转变恰恰凸显了劳动关系重实际履行的特质。

Since Article 7 of the“Labor Contract Law”has established the standard of using labor as the establishment of labor relations,the academic circles have mixed opinions on this.The differences focus on whether employment or consensus have produced legal effects.The“labor relationship”in the“employment to establish labor relationship”rule includes the value judgment of the law and should be understood as a labor legal relationship.With the help of the analytical tools of the legal relationship theory,we explore the substantive factors of action from the two paths of labor contract and“employment”.The labor contract and“employment”play different roles in the labor relationship:the failure of the consensus mechanism makes the binding force of the labor contract appear as a limitation.Although the labor contract cannot cause the labor relationship to arise,it provides a consensus for both parties.However,the effect of using labor to establish labor relations stems from the legal provisions of the labor law,and the transition from signing to labor just highlights the special importance of labor relations.