重组情形下因“客观情况发生重大变化”解除劳动合同的构成要件分析——基于160份判决书的实证分析

Analysis of the Constitutive Elements of the Termination of the Labor Contract due to "Significant Changes in Objective Circumstances" in the Reorganization——Based on Empirical Analysis of 160 Judgments

北京、上海两地的法院在审理用人单位以业务重组构成“客观情况发生重大变化”为由要求解除劳动合同的案件时,对“客观情况发生重大变化”这一概念的涵摄范围和解约前交涉阶段双方应负担何种义务存在争议。鉴于劳动合同的不完全合同属性,“客观情况发生重大变化”相较于民法中的情势变更概念应更具包容性。由诚实信用原则衍生出的再交涉义务制度可为交涉双方设定框架性的诚信义务,并随个案情形细化为具体义务,对防范解除权滥用、矫正劳资双方在协商阶段的悬殊地位颇有助益。在我国劳动法领域确立再交涉义务制度的首要工作是明确诚实信用原则在劳动合同订立、履行、解除等各阶段的可适用性。

When the courts in Beijing and Shanghai hear the disputes of the employer requesting the termination of the labor contract on the grounds that the business reorganization constitutes a concept of"significant changes in objective circumstances",there is confusion about the scope of "substantial changes in objective circumstances" and what obligations the two parties should bear at the pre-negotiation stage prior to termination of the contract. In view of the incomplete contractual nature of labor contracts, "significant changes in objective circumstances" should be more inclusive than the concept of "change of circumstances" in civil law. The renegotiation obligation system derived from the principle of good faith can set up a framework of fiduciary obligations for the negotiating parties, which can be subdivided into specific obligations according to the circumstances of the case. It is particularly useful for preventing the abuse of the right of termination and correcting the disparity between the employer and employee in the negotiation stage. In the field of labor law in our country, to establish the system of re-negotiation obligations, the first task is to clarify the applicability of the principle of good faith in the conclusion, performance and termination of labor contracts.