劳动关系法律适用研究
张国华
【全文】
劳动关系法律适用研究
——一个关于意思自治的界限与私法社会化的论题
Labour Relationships’ Application of Law：
One of the theses on the boundary of Autonomy of will and the Socialization of Private law
张国华
By Zhang Guohua
论 文 提 要
劳动关系的性质，曾经经历了一个“从身份到契约”的演变，如今并未出现“从契约到身份”的相反的社会运动。
中国的私法规范无论是在什么法律文本中出现的，都为《
民法通则》所统帅；相应地，判断一定的社会关系是否适用私法，应以《
民法通则》第
二条为标准。这个条文规定：“中华人民共和国民法调整平等主体的公民之间、法人之间、公民和法人之间的财产关系和人身关系。”《
中华人民共和国劳动法》中以劳动关系为调整对象的法律规范均为私法，是《
民法通则》和《
合同法》等民事基本法律的特别法；特别法未作规定的事项，即适用作为一般法的民事基本法。《
劳动法》中包含了不同类型的法律规范，其中包括私法规范和公法规范。所谓的经济法规范或社会法规范并不存在。
《
劳动法》这个法律文本本身已明文确定了劳动法律关系作为私法关系的性质。《
劳动法》第
十七条规定：“订立和变更劳动合同，应当遵循平等自愿、协商一致的原则，不得违反法律、行政法规的规定。”这一条文所确立的平等原则和意思自治原则正是私法的基本原则。由于劳动力形成劳动者的人格利益而非身份利益，所以劳动关系不是身份关系，劳动合同不属于平等主体间订立的关于身份关系的协议，不应被排除在《
合同法》的适用范围之外。
《
合同法》第
一百二十三条规定：“其他法律对合同另有规定的，依照其规定。”第一百二十四条规定：“本法分则或者其他法律没有明文规定的合同，适用本法总则的规定，并可以参照本法分则或者其他法律最相类似的规定。”这些规定说明，所有有关劳动合同的规定都是合同法律体系的组成部分。诸如合同转让、债权人撤销权等事项，凡《
合同法》已作规定，劳动立法中就没有必要重新规定。
西方国家的劳动立法，即使是在制订了《劳动法典》的国家，也都规定劳动关系要适用民商法的一般规定。西方大陆法系国家近几十年来多次修改民法典，都没有将有关雇用合同的规定删去，雇用合同在民法中的地位依然未变。而劳动合同是雇用合同最重要的一种。
关键词：劳动关系 合同 意思自治 国家干预
Abstract
The nature of labour relationships, which had ever experienced a movement from Status to Contract from the Middle Ages to the late 19th century ,has never been involved in any movement from Contract to Status.
Wherever are there the norms of private law , they are always supervised by General Principles Of The Civil Law Of The People''s Republic Of China; accordingly, Article 2 of the document is the criterion to judge if private laws apply to a certain kind of social relationships. The article says, “The Civil Law of the People''s Republic of China shall adjust property relationships and personal relationships between civil subjects with equalstatus, that is, between citizens, between legal persons and between citizens and legal persons. ” All the norms that adjust the labour relationships, which appear in Labour Law Of The People’s Republic Of China are belong to private law, as special acts of the basic civil law . Any affair which is not addressed explicitly in the lex generalis, special acts shall be applied mutatis mutandis. Labour Law Of The People’s Republic Of China covers varied types of legal norms ，some of them are part of private laws ,and others are part of public laws. In fact, the so called economic law norms and social law norms are not exit.
It is stipulated explicitly by the document Labour Law Of The People’s Republic Of China that labour legal relationship is a type of private legal relationships. Article 17 of the document says, “Conclusion and alteration of labour contracts shall follow the principle of equality, voluntarines, and agreement through consultation. They shall not run counter to stipulations in laws or administrative decrees.” The principle of equality, voluntariness, and agreement through consultation, which is validated by the document, is the very basic principle of private laws. Since labour force comes into being one’s personality interests, not one’s personal status interests; we can affirm that labour relationship is not a kind of personal status relationships. That means labour relationship is not a kind of Agreements involving personal status relationship, and the Contract Law of the People''s Republic of China shall be apllied to it.
Article 123 of Contract Law says, “If there are provisions as otherwise stipulated in respect to contracts in other laws, such provisions shall be followed. ”And article 124 of the same document says, “Any contract which is not addressed explicitly in the Specific Provisions of this Law or in other laws shall apply the provisions of the General Provisions of this Law or in other laws may be applied mutatis mutandis. ” The two articles means all the provisions in respect to labour contract are components of contract law system. The provisions of contract law about the proceedings, such as serious misunderstanding, obviously unfairness, culpa in contrahendo, the obligee’s right of revocation, subrogation, Anticipatory repudiation the assignment of rights or transfer of obligations, etc., need not to be stipulated in labour legislation repeatedly.
Labour legislations in Western countries , includes those where there are Labour Codes, all stipulate that the general provisions of civil law and commercial law shall be applied to labour relationships. The countries adopting continental law system have never expurgated the provisions in respect to contract of employment, though they have amended each their own Civil Codes in decades. The station of contract of employment in continental law system has not changed so far, and labour contract is the most important kind of contracts of employment.
[Key Words] Labour Relationships, Contract, Autonomy of will, Intervention by State
论文目录
一、 什么是劳动关系？
（一）概念
（二）劳动关系的特点
1、劳动关系是与劳动相关的社会关系之一。
2、劳动关系是雇用关系的一种。
3、社会保障关系、劳动行政管理关系并非劳动关系。
二、从身份到契约
（一）法律上的身份概念和契约概念。
（二）中世纪劳动关系的特征。
（三）奴隶为其主人劳动并不形成劳动关系
（四）商品经济与劳动关系的契约化。
（五）中国封建社会劳动关系的特点。
（六）从契约到身份的相反运动从未出现。
（七）改革开放以来我国劳动关系的契约化。
（八）劳动关系契约化与生产力的解放。
三、劳动关系法的私法性质
（一）劳动关系法从其实质来看是私法。
（二）关于平等主体间权利义务强制性规范的增多并非“私法公法化”。
（三）意思自治原则在劳动法律关系中的基础性地位。
四、劳动关系的法律适用
（一）劳动关系与
劳动法。
（二）劳动合同在劳动关系中的核心地位。
（三）我国的劳动合同是否适用《
民法通则》及《
合同法》。
（四）集体合同与劳动关系
１、集体合同的概念
２、集体合同的内容
