论限制解雇原则下的劳动关系双方利益平衡

我国的劳动合同法第四十条对于解雇保护采取法定事由说,而劳动部此前的执法解释又压缩了＂劳动合同已经不能继续履行＂的语义空间,这就使得劳动法中的倾斜保护思想偏向于极端,对用人单位过于苛刻。同时第四十八条对违法解雇情况下劳动者要求继续履行劳动合同的权利做了较为刚性的保护,使得劳动合同单方解除制度进一步失衡。长期看应当建立一套以＂正当事由说＂为基础的解雇限制制度;短期则可以通过加强司法解释以及赋予司法部门更多自由裁量权的方式消除立法不科学的消极后果。

Interest Balance of Labor Parties under the Principle of Restricted Dismissal

The Article 40 of Law on Employment Contracts takes dismissal protection on legal basis,but the interpretation of Ministry of Labor compresses the space of ‘labor contract not to be further implemented’.Therefore,the thought of inclined protection in Law of Labor tends to go to the extreme,and becomes too hard on employers.Meanwhile,Article 48 provides rigid protection of labor’s right of demanding continued performance of the contact if an employer terminates or ends an employment contract in violation of the Law,as a result,the unilateral termination of labor contract is further disbalanced.In the long term,it is essential to establish a set of restricted dismissal system on legitimate basis.In the short term,the negative influence of legislation can be eliminated by reinforcing judicial interpretation and endowing the judicial department more discretion.