疫情反复时代共享用工的法律风险及规制建议

Legal Risks and Regulatory Suggestions for Shared Employment in the Epidemic Era

共享用工作为一种全新的用工方式,解决了疫情期间部分企业人员短缺的问题,也帮助许多共享员工保留住了原本的工作,渡过了工资收入降低的困境,受到很多用人单位的推崇。然而,现有法律却没有规定共享用工的性质,其与派遣用工、外包用工等传统用工方式的相似性又容易引发劳动报酬支付、工伤认定、社保缴纳等诸多问题,使得劳资双方的权益保障成为真空。在疫情反复时代,为让“解燃眉之急”的共享用工能够长久有效服务社会,促进经济发展,有必要对共享用工的法律风险进行分析和规制,在现有法律框架范围内明确共享用工的双重劳动关系性质,厘清劳动者和用人单位在合同签署、劳动保障等方面的权利义务配置,同时加强监管部门及共享用工平台责任。

The newly emerging shared employment,which is highly praised by many employers,relieves the employee shortage in some enterprises during the epidemic,and also helps many employees retain their original jobs while increasing income.However,the existing law does not stipulate the nature of shared employment,and its similarity with dispatched employment and outsourced employment may easily lead to problems such as payment of labor remuneration,identification of work-related injuries,and payment of social security,hindering the protection of the rights and interests of both employers and employees.In order to prolong the effect of shared employment,it is necessary to analyze and regulate its legal risks,and to clarify the nature of dual labor relationship,the rights and obligations of laborers and employers in terms of contract signing,labor security,etc.,and strengthen the responsibilities of supervision divisions and shared employment platforms.