无薪休假视角下“员工与企业共度难关”的法律反思

发布时间：2018-03-18 22:55

本文选题：经济危机　切入点：共度难关　出处：《法学》2015年06期 　论文类型：期刊论文

【摘要】：企业为应对经济危机和经营困难往往在"员工与企业共度难关"的名义下推行以缩短工时、降低工资为内容的无薪休假,我国劳动法对此并无规定。从法理层面分析可以发现,无薪休假的本质其实是企业将经营风险分担给劳动者,因此只有在劳资双方合意的情况下方具有正当性。由于周期性经济波动是市场规律,发达市场经济国家对此已经形成了社会化的风险分担机制。着眼于未来的经济现实,我国亦应构建应对风险的法律机制,突破由劳资双方应对危机的狭隘视域,从社会风险的高度以社会化的方式来化解危机,实现"员工与企业共度难关"向"社会与企业、员工共度难关"的制度转型。
[Abstract]:In order to cope with the economic crisis and business difficulties, enterprises often carry out unpaid leave in the name of "employees tide over difficulties with enterprises" in the name of shortening working hours and reducing wages. There is no provision for this in China's labor law. The essence of unpaid leave is that enterprises share operational risks to workers, so they have legitimacy only if both employers and employees agree. Because cyclical economic fluctuations are the law of the market, Developed market economy countries have already formed a socialized risk-sharing mechanism. In view of the economic reality in the future, China should also build a legal mechanism to deal with risks and break through the narrow horizon of dealing with the crisis by both employers and employees. From the height of social risk to resolve the crisis in the way of socialization, realize the system transformation from "employee and enterprise tide over difficulties" to "society and enterprise, employee tide over difficulties".
【作者单位】：清华大学法学院;
【基金】：中国博士后科学基金第57批面上资助项目(编号:2015M570067)的成果
【分类号】：D922.5

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