论事实劳动关系的解除

On the Termination of Factual Labor Relationship

现行法中,事实劳动关系的解除并不适用劳动合同解除的规则。事实劳动关系可以区分为因劳动合同违法而生的事实劳动关系和因未签书面合同而生的事实劳动关系。现行法对二者的解除做了区分处理:因违法而生的事实劳动关系可以随时解除,并且用人单位一方违法致合同无效时,应支付经济补偿;因缺乏书面形式而生的事实劳动关系当事人并不能任意解除,只有在补签失败后才可以解除。如果非因劳动者原因而补签失败或者补签失败发生在一个月过渡期满之后,则劳动者可以主张经济补偿。现行规则以刚性的书面形式要求为前提,并不符合书面形式制度的基本逻辑。

The rules to the termination of labor contract can't be applied to terminate the factual labor relationship. The factual labor relationship can be distinguished into the factual labor relationship on account of illegality and on account of no written form. There are different rules to terminate the two kinds of factual labor relationship. The factual labor relationship on account of illegality can be terminated in anytime, and if the actions of employer cause the invalidation of the contract, the employee can get economic complement. But the partners can't willfully terminate the factual labor relationship on account of no written form, unless the partners fail to sign a written contract after negotiation. If the failing to sign a written contract happens one month after beginning to work or isn't caused by the actions of the employee, the employee can get economic complement. The premise of regulations in force is stringent formal requirements, it isn't so reasonable.