Judicial application of mandatory provisions in the determination of the validity of labor contracts
劳动合同效力认定中强制性规定的司法适用

摘要

司法实践中，如何判定违反强制性规定的劳动合同效力问题一直是劳动争议案件的热点和难点。为解决司法实践中强制性规定的认定困境，本文对100份有关劳动合同强制性规定争议的判决书进行分析，实证分析表明，不同地区法院在适用该强制性规定时存在显著分歧。究其原因，该规定存在适用标准和识别方法不一、法律位阶限制过大以及未形成符合劳动法特殊要求的、相对统一的强制性识别标准进而导致各地法院对于违反同一强制性规定的劳动合同效力存在不同的裁判结果。为此应当从统一识别标准、侧重分析规定目的和结果以及弥补法律位阶之局限解决司法适用中存在的难题，从而选择合适的裁判模式，保护劳动合同双方的合法权益。

Abstract

In judicial practice, how to determine the validity of an employment contract that violates mandatory provisions has always been a hot and difficult issue in labor dispute cases. In order to solve the dilemma of determining mandatory provisions in judicial practice, this paper collects and analyzes 100 judgments related to disputes over mandatory provisions of labor contracts, and it can be seen that in practice, there are significant differences in the perception of this provision by courts in various places. The reasons for this are that the applicable standards and identification methods of this provision are different, the legal hierarchy is too restrictive, and there is no relatively uniform mandatory identification standard that meets the special requirements of the labor law, which leads to different adjudication results of local courts on the validity of labor contracts that violate the same mandatory provisions. To this end, it is necessary to solve the problems existing in judicial application by unifying the identification criteria, focusing on the analysis of the purpose and results of the provisions, and making up for the limitations of the legal hierarchy, so as to select the appropriate adjudication mode and protect the legitimate rights and interests of both parties to the labor contract.