数字化平台用工下劳动关系从属性认定研究

Research on the Determination of the Subordination of Labor Relations in the Employment of Digital Platforms

摘要: 在数字化平台用工蓬勃发展的背景下，劳动关系从属性认定成为亟待解决的关键问题。文章围绕此展开多方面探讨，深入剖析其面临的诸多困境与相应的完善路径。劳动关系从属性认定标准模糊，我国劳动用工方式的变革带来了劳动者地位及劳动关系认定的挑战。劳动“二分法”在平台用工从属性认定上存在局限，司法实践中虽对管理关系细化，但未明确强弱逻辑，依赖法官自由心证，影响司法公正，且其滞后性在新型用工关系中凸显，无法全面准确认定。碎片化任务使劳动与劳务关系界限模糊，平台用工模式下，劳动者与平台关系复杂，传统认定标准失效，急需新的判断依据。数字化平台下，劳动关系从属性认定路径需转变，应拓宽从属性内容，纳入技术从属性，调整细化标准，突破“二分法”固有模式，提出“准劳动者”认定模式，平衡平台与劳动者权益。认定结构受技术发展与新型经济模式影响而变化。应强化企业合规审查与平台监管，落实“放管服”政策，明确劳动关系权利义务，规范用工合同。引入算法从属性作为辅助标准，考量劳动者对算法的依赖、控制及影响程度，建立评估与裁判规则，合理分配举证责任。建设特殊保障制度与劳动基准法体系，创新社保制度，加强劳动安全保障与技能培训，完善劳动基准法以明确劳动关系边界。

Abstract: In the context of the booming employment of digital platforms, the determination of the subordination of labor relations has become a crucial issue that urgently needs to be addressed. This article conducts a multi-faceted exploration around this issue, deeply analyzing the numerous difficulties it faces and the corresponding improvement paths. The criteria for determining the subordination of labor relations are ambiguous. The transformation of China’s labor employment methods has brought challenges to the determination of the status of workers and labor relations. The “dichotomy” of labor has limitations in determining the subordination of labor relations in platform employment. Although the management relationship has been refined in judicial practice, the logic of strength and weakness has not been clearly defined, relying on the judge’s free evaluation of evidence, which affects judicial fairness, and its lagging nature is prominent in new employment relationships, unable to comprehensively and accurately determine. Fragmented tasks have blurred the boundaries between labor and service relations. In the platform employment model, the relationship between workers and platforms is complex, and traditional determination criteria have failed, urgently requiring new judgment bases. Under the digital platform, the path of determining the subordination of labor relations needs to be changed. The content of subordination should be broadened, technical subordination should be incorporated, standards should be adjusted and refined, the inherent model of the “dichotomy” should be broken through, and the “quasi-worker” determination model should be proposed to balance the rights and interests of platforms and workers. The determination structure has changed under the influence of technological development and new economic models. Enterprise compliance review and platform supervision should be strengthened, the “streamlining administration, delegating power, strengthening regulation, and improving services” policy should be implemented, the rights and obligations of labor relations should be clarified, and employment contracts should be standardized. The algorithm subordination should be introduced as an auxiliary criterion, considering the degree of workers’ dependence, control, and influence on the algorithm, establishing evaluation and adjudication rules, and reasonably allocating the burden of proof. The construction of a special protection system and a labor benchmark law system, innovation of the social insurance system, strengthening of labor safety protection and skills training, and improvement of the labor benchmark law to clarify the boundaries of labor relations.