摘 要
与其它部门的法律制度相比，劳动法起步较晚还不能算成熟。即使是最早制定劳动法律制度的英国和法国，劳动立法的出现也仅有一百多年，而相对于英国和法国等西方发达国家，中国的劳动立法与理论研究则更加滞后。从《劳动法》的颁布到《劳动合同法》实施的十多年来，固定期限劳动合同倍受用人单位的钟爱，在我国劳动市场合同的签订中占有较大的比例，成为多数用人单位首选的本位合同。与此同时，固定期限劳动合同签订的时间越来越短，签订次数越来越频繁，有些劳动者在同一用人单位工作了四年、五年甚至更长时间，用人单位仍与其每年一签合同，使劳动者始终处于随时失业的危险状态，可见，无固定期限劳动合同制度在改善劳动市场稳定方面具有非常重要的意义。
《劳动合同法》的出台，进一步统一了劳动执法和司法的尺度，促进了我国劳动法学的研究与发展。然而，在该法实施不久，很快就暴露出关于无固定期限劳动合同制度的规定存在诸多不足。由于该制度倾向于保护劳动者的利益，限制用人单位不能随意解雇劳动者，只有在法律规定的情况下，才能解除合同，这样的制度，打破了原来双方当事人平等的法律地位，大幅度提高了用人单位的成本，导致其想尽一切方法来规避无固定期限劳动合同的签订。无固定期限劳动合同制度已成为劳动法学界理论研究和司法实践中最具争议的问题之一，到目前为止，理论界对于无固定期限劳动合同制度的理论问题仍然争论不休，因此，对以无固定期限劳动合同为核心的法律制度加以分析、研究，既是理论研究所需，也是社会形势发展所需。
在实践过程中，我们发现我国无固定期限劳动合同存在两个方面的缺陷：
一是该制度并未给我国中低层劳动者带来稳定的工作，相反的还使部分中低层劳动者面临再次失业的危险。二是对用人单位的合同解除权进行了过度限制，导致用人单位想方设法来规避合同的签订。为了解决这些问题，本文对国外及我国台湾地区的无固定期限劳动合同制度进行了比较研究，主要分析了欧洲劳动合同制度起步较早的法国、德国、英国和瑞典的相关制度，美国的自由模式、日本的终身雇佣制及我国台湾地区相关的制度模式。通过对以上国家和地区劳动合同制度的分析研究，笔者认为，美国和日本的制度模式与其本国的市场经济背景及传统文化背景紧密相连，与我国存在较大差异，不适合我国借鉴。欧洲国家相关的制度模式及我国台湾地区的制度模式都比较贴近我国的国情，我们可以将这些制度作为参考，结合我国的国情，对无固定期限劳动合同制度的订立及解除进行完善，进一步扩大无固定期限劳动合同的覆盖面，真正实现其主导地位，适应全球发展。
关键词：
劳动法，劳动合同法，无固定期限劳动合同
Abstract
Compared with the legal systems in other departments, labor law starts late andis still immature. Even in Britain and French which are the earliest countries tolegislate, labor law only appears just more than one hundred year. Compared withthose developed countries in the west such as Britain and French, the legislation andtheoretical research of labor in China is more backward. From the issue of LaborLaw and the implementation of Labor Contract Law, it has been more than ten years.
Fixed-term labor contract is warmly welcomed by employers. It accounts for a largeproportion in the contracts signing of labor market and becomes the preferredcontract for employers. Meanwhile, with the less and less period, more and moretimes of signing, some labors have worked in a company for four or five years oreven more, the employers still choose to sign the contracts annually so that thelabors are always in the dangerous state of unemployment. Therefore, unfixed-termlabor contract plays a significant role in improving the stability of labor market.
The issue of Labor Contract Law further unified the dimension of labor law'senforcement and judicature and promoted the research and development of labor lawin our country. However, the system of unfixed-term labor contract was exposed itsshortcomings shortly after its implementation. Because the system tends to protectthe labors' interests, the employers can't fire labors optionally. Only under theregulations and laws, can they terminate the contracts. The system breaks the equalstatus in laws of the two parties and increases the costs of employers largely so thatthese employers try their best to avoid signing the unfixed-term labor contracts. Theunfixed-term labor contract has become the most controversial issues discussed inthe theoretical research of labor laws and the juridical practice. So far, the theoreticalcycle has been arguing for the theoretical issues of the system of the unfixed-termlabor contract. Therefore, it's both the requirement of theoretical theory and socialsituation to analyze and research the legal system centered on the unfixed-term laborcontract.
During the practice, we found there were two defects in our unfixed-term laborcontracts. The first is that the system hasn't provided stable jobs to those labors inthe middle-low classes. On the contrary, those labors are in the danger of beingunemployment again. The second is that the rights of terminating the contracts ofemployers are restricted so that they try their best to avoid signing. To solve theseproblems, the article makes a comparative research on the unfixed-term laborcontract in foreign countries and Taiwan in China, which mainly analyzes therelative systems in French, Germany, Britain and Sweden which start the systemearly, the free mode in America, lifetime employment system in Japan, and relativemodes of system in Taiwan. Through the analysis and research on the countries andregions above, the author believes that the modes of system in America and Japanconnect closely with their backgrounds of market economy and traditional culture.
It's not suitable for us to use for reference because of our large differences. Therelative modes of system in European countries and Taiwan in China are close to ournational conditions. Therefore, intimating these systems and combining our nationalconditions, we can improve the signing and firing of unfixed-term labor contract andfurther expand the coverage of unfixed-term labor contract so that its leading rolecan be achieved. And it can adapt to the development of globalization.
Key Words:
Labor Law, Labor Contract Law, Unfixed-term Labor Contract
目 录
引 言
一、 我国无固定期限劳动合同法律制度现状
（一）《劳动法》中有关无固定期限劳动合同的规定
（二）《劳动合同法》中有关无固定期限劳动合同的规定
（三）立法发生变化的原因分析
二、 我国无固定期限劳动合同法律制度存在的问题
（一）我国中低层劳动者的权益并没有得到有效保障
（二）用人单位的合同解除权受到过度限制
三、 我国无固定期限劳动合同法律制度的完善
（一）国外及我国台湾地区无固定期限劳动合同制度模式及启示
（二）我国无固定期限劳动合同法律制度的完善对策
结 论
参考文献
致 谢
