摘要
新冠肺炎的突发对企业经营造成严重影响,使得部分用人单位陷入劳动合同履行不能。《劳动合同法》对客观情形发生重大变化时劳动合同的解除要件有所规定,但未能就合同履行障碍的严重程度作出差异化处理,无法解决不可抗力造成的劳动纠纷。在明确满足不可抗力援引条件的前提下,应当简化协商前置、预告解除等劳动合同解除的程序性要求,适当宽限用人单位工资支付期限。
The outbreak of COVID-19 has severely affected business operations,making employers unable to perform labor contracts.Labor Contract Law stipulates the requirements for termination of the labor contract when the objective situation changes significantly,but this clause fails to distinguish the severity of the contract performance obstacles and is unable to solve labor disputes caused by force majeure.When conditions meet the requirements of invoking force majeure,the procedural requirements for the termination of labor contracts such as the pre-negotiation and pre-announcement termination should be simplified,and the employer’s wage payment period should be appropriately relaxed.
作者
黄佳
Huang Jia(School of Economic Law,East China University of Political Science and Law,Shanghai 200000)
出处
《山东工会论坛》
2021年第2期93-101,共9页
Shandong Trade Unions＇ Tribune
基金
上海市哲学与社会科学课题“PPP运行中私人部门权益法律保障机制研究”(项目编号:2017BFX011)的研究成果之一。
