摘要
中国灵活就业人数占城镇就业总人数的比重达到60%以上，在新型城镇化和人口老龄化的背景下，灵活就业人数依然呈现增长趋势。灵活就业与建立在工业化社会和雇佣制度基础上的传统就业方式不同，兼具就业不稳定性与就业灵活性，对劳动法的完全适用提出了挑战。通过《就业促进法》、《劳动合同法》、《社会保险法》、《劳动争议调解仲裁法》等法律法规的规制，中国劳动法为灵活就业人员劳动时间、收入报酬、劳动关系、社会保险、工作方式等方面的劳动权益提供了基本保障，但无法克服就业不稳定、就业歧视给劳动者带来的负面影响。反思传统劳动法的从属性劳动、集中劳动为主旨的制度设计，考量经济社会发展对就业形式多元化的需求，在修订完善劳动法律体系的同时，还需要整合劳动法与相关领域法律，发挥劳动法的保护功能、秩序功能和公共政策功能，为灵活就业人员提供更具法治意义的就业保障。
並列摘要
Currently, flexible workforce accounts for 60% and above in China. And faced with new type of urbanization and aging population, the number is still growing. Different from traditional type of employment which is based on industrialization and hiring system, flexible employment is featured with instability and flexibility, which challenges the application of Labor Law. Although the prevailing Labor Law provides the basic guarantee for flexible workforce in labor time, income, labor relations, social insurance, etc., it is still unable to overcome the negative effects. Introspection of institutional design of Labor Law from the attribute of labor, labor tenet, consideration of economic and social development of the diversified forms of employment demand, revise and improve labor legal system, it is also need to integrate the labor law and related legal field, play insurance protection function, order function and public policy function of labor law.
延伸閱讀
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